Motivation
I remember a story back in college about an employee doing satisfactorily and unsatisfactorily in his job. Satisfactorily and unsatisfactorily. He does what is required of him — doing proposals, his papers, meeting his deadlines — the problem is, he doesn’t seem to be doing more when he can. It was like he didn’t really care about the job, and it seemed like he wasn’t happy. His manager knew he could go up the ranks if only he’d give in more effort in his job and interact more with the others.
This employee was well off, so he could just easily resign from the job… but he didn’t. He had the abilities to go into other types of work… but he didn’t. In fact, there was no reason reason for him to stay on the job. But he did. And he did his job indifferently.
His manager all but watched him. He was confused at how someone could be so unresponsive at his job. If the employee had voiced complaints and or had shown any signs of boredom, the manager would have just thought that the man was just like any other employee.
After months of working with the employee, the manager finally understood what the employee needed: recognition and motivation. The manager wasn’t quite sure yet, so he put it to the test. He started by complimenting the employee on his work and always urging him to do his best. He would also put in how the employee can be promoted if he keeps doing a great job with his duties. The manager then monitored the employee’s work thereafter and found out that the employee put in more effort than before. The employee, once bleak and dull, was also becoming more involved within the personnel.
It’s really amazing how recognizing an employee’s work and motivating him to do more can increase a person’s productiveness. There are many business managements that think that giving benefits and providing a set of structured rules are enough . But in reality, when you’re dealing with human beings, emotional and personal growth counts, too, and the two things that can help build these are (1)recognizing the employees’ achievements and correcting their mistakes, and (2)motivating them to do more because you know they can!
