11 Ways of Creating a Motivating Work Environment for Improving Employee Performance

today’s competitive market, it is important to retain good employees by creating an environment that motivates them to perform better. A motivated employee is eager to perform even under pressure. Do employees really require motivation on a day-to-day basis? If so, what are those intrinsic factors that maintain the enthusiasm of an employee?

As a leader, what can you do to create this environment at your workplace? Here are some ideas.

• 1. Create a motivating working environment: Every member of an organization has a strategic role to play in one way or the other for the growth of the business. When the employees feel that they are contributing “something” which helps in meeting the objectives of the organization, they feel responsible and worthy. They will have a sense of satisfaction, which helps him contribute more.
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• 2. Set goals: It is important for an organization to set goals to make employees understand what they have to achieve in a designated time period. Thus it streamlines their work activity, leaving no room for confusion or ambiguity. Attainment of short term goals gives them a sense of fulfillment and motivates them to achieve the next set of goals.
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• 3. Allow variety: Allow employees to work in different environments and educate them on the operations of other departments of the organization. It helps to lead knowledgeable employees and create the interest in them to handle multiple tasks at one go. The better they understand the different processes, the better it is for the organization. It boosts productivity and improves the efficiency of the system.
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• 4. Educate employees: Educate employees and encourage them to take ownership of their department and help them to understand potential growth opportunities. It will motivate employees to stay on board in the long run.
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• 5. Promote teamwork: It is important for a leader to help employees to work as a team to accomplish their goals. The stronger the cohesiveness among the team players, the better will be the output.
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• 6. Maintain flexibility in the rules: Relax the rules to some extent when required while you monitor their work activities – Are they focusing on their tasks, are they meeting the standards? Don’t over burden them with irrelevant work activities and allow them to have some flexi-time to beat the stress.
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• 7. Appreciate the good work: Always recognize and compliment the good work of employees. Praising their work makes employees realize that the employer values the good work of the employee. Appreciation can be in the form of applauding in front of others or offering rewards for their valuable contribution.
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• 8. Be friendly: Create mutual trust and friendship among the employees, show interest in their career goals, interests, and so on. This creates a sense of caring by the employer which will be appreciated. However make sure that you don’t invade their privacy as the employees might misconstrue your intention and feel that any discussions that are not work related are unwarranted.
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• 9. Providing Feedback: Providing regular feedback to employees (both in times of success and failures) help them to understand where they stand in terms of performance. Moreover, it also helps them understand what the organization really wants from them.
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• 10. Build confidence: Confident employees are more motivated, eager and passionate about their work. They are innovative in their own domain. Thus they can contribute to the organization’s success through their valuable inputs.
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• 11. Pay people what they are worth: The compensation part is vital for all employees. If they are not recognized for their worth, it can backfire with declining performance and lack of interest to contribute to the organization. So offer what they deserve to keep their morale high.  Thus it is of utmost importance for a leader to understand each of these points and try and 
  apply them at their workplace so that it helps in creating a better working environment.
  
  Source: https://blog.commlabindia.com