Your Business – May 01, 2018

64 YOUR BUSINESS | April-May 2018

It takes more than money to

keep employees MOTIVATED

Here are some tips on how to keep their real needs met...

Money can be a great motivator, but

it's not the only or most effective one.

Employees who receive an increase can

generally be expected to be motivated

for a short period of time. If other

aspects of their working environment

aren't right, this monetarily-generated

happiness will quickly dissipate.

According to Frederick Herzberg's

dual-factor theory, employees may

generally be satisfied at work

when their 'hygiene' or lower-

order needs are met with

adequate salaries, job security,

pleasant working conditions

and good company policy.

However, they are more likely

to be highly motivated when

higher-level psychological

needs such as achievement,

recognition, responsibility,

stimulating work and

advancement are gratified.

The fluctuating economy and

political uncertainty has forced

many South African businesses to

tighten their belts. This means that

giving regular or large increases is not

always an option, even when employees

are performing well.Employers need to

know how to motivate their employees,

even under the most trying economic

circumstances. This is especially the

case if they want to retain talent. In this

respect, nurturing a work environment

that encourages growth and self-worth is

critical. According to former US president,

Theodore Roosevelt, "no one cares what

you know, until they know that you care."

Acknowledgement

is key

Everyone needs to be

acknowledged. Too often,

employees are only noticed

when they make a mistake,

like the naughty child

in school who is always

admonished by the teacher. Highlighting

employees' strengths by noticing when

they are doing well – and acknowledging

it verbally or via written communication

• is a powerful motivator. By caring
  enough to acknowledge an employee, the
  employer is sending a powerful message
  that says "you have unique qualities and
  what you do is important and adds value
  to the organisation.

In the same light, no-one goes out of

their way to mess up, but mistakes do

happen. Wherever possible, employers

should work with employees to help

overcome their weaknesses when failure

is experienced on the job Acknowledging

an employee's efforts, even in times

of failure, ensures that the failure

strengthens the employee rather than

demotivating them.

Provide clarity on career paths

Employees need to know there is a

clear and intended growth path ahead

of them. They need to know what steps

they can take to move up the ranks in

the organisation. Ideally, suitable career

paths should be planned in conjunction

with the employee. Providing them

with a well-defined job description and

proposed growth trajectory up-front is a

powerful heads-up that they are expected

to succeed. Care enough to help create a

career path that promotes their growth,

empowers them and makes them more

loyal to produce their best work and

progress faster.

Training and ongoing mentorship form

part of this process. Not only do they

benefit the employee by expanding their

knowledge and skills, they benefit the

organisation by ensuring improved and

better informed quality of work. Notably,

in South Africa, businesses also benefit

from tax incentives for every employee

they train.

Ensuring that employees are on the

right growth trajectory can be assessed

Ivy Gura and Chipo Mashava

HUMAN RESOURCES

64 YOUR BUSINESS | April-May 2018