By Matt Symonds
1. Build a solid foundation
According to Paul Daley of talent management specialist, Ochre House, it is essential to get things right from the very beginning, at the point where an employee is first recruited. “People tend to be motivated when they are working in the right environment, where their abilities and aspirations match, not just the specific job they’re doing but the overall corporate culture,” he says. “It’s consequently vital that you sell an accurate picture of the organisation during the recruitment process, rather than tell people what you think they might want to hear. Failing to align expectations with reality is a very fast and effective way to undermine morale and demotivate a workforce.
2. Let people make mistakes
Nobody is perfect, says Koen Dewettinck of Vlerick Leuven Gent Business School, so it is important to create a supportive and positive working environment where they can, at least within reason, be free to make and learn from mistakes. “If you empower team members in this way they will experiment, innovate and create much more effectively.”
3. Sweat the small stuff
Do not underestimate the small gesture says Dave Leyshon of recruitment specialist, CBSbutler. “Something as simple as saying thank you or taking the time to write a letter of appreciation for a job well done can do wonders for morale.
4. Do not micro-manage
Employees should not just be free to fail, they should also be free to operate in the way they believe makes them most effective, says Vlerick’s Dewettinck. “Give your people some degree of autonomy about the way they organise their jobs, albeit with clear boundaries which match the maturity of the employee and the exact nature of the role.”
5. Be seen to be fair
According to Isabel Metz of Melbourne Business School businesses are often harmed by perceptions of inequality amongst the workforce. “People need to believe that the organisation is rewarding everyone in the same way. If they think that others are getting preferential treatment they can rapidly become disengaged.”
6. Walk the talk
Offer a good and replicable role model to your people, says Laura Guillen of ESMT Business School. “A manager needs to be seen as both successful and worthy of respect.”
7. Tailor your approach
Understand that not everyone has the same motivations says Gill Bell of recruitment specialist, Handle. “Gen Y in particular are often motivated by completely different factors to their predecessors. Simply throwing money or titles at them is unlikely to be effective; you need to be much more imaginative in your approach.”
8. Surprise people
According to Vlerick’s Dewettinck, while it is important to get the formal aspects of a reward system, do not underestimate the power of the informal reward. “Don’t just stick to the rules. If someone has gone the extra mile for the organisation then go the extra mile for them with an ad hoc bonus, time off, a celebration or whatever is appropriate for the individual and the business.”
9. See the person, not the job
According to another ESMT professor, Konstantin Korotov, it’s important to allow people to be human beings at work. “Without belong intrusive, show an interest in them, their families and their life outside the workplace. Remember birthdays and anniversaries.”
10. Share good news
“There are few things better for creating a positive atmosphere,” says Graeme Read of professional and managerial recruiter, Antal International, “particularly when the media are full of doom and gloom. And individuals love having their achievements publicised to their colleagues, even if they usually protest that they don’t!”
