What does employee motivation mean?
Motivation is described as a state that causes a person to choose an alternative course of action in a particular situation in order to achieve a specific event.
Employee motivation is a specific subgroup that focuses specifically on the motivation of employees.
This raises the question:
- What motivates employees to get up in the morning and go to work?
- And what drives them to complete their tasks?
- Do they do this with full motivation or only half-heartedly because they are lacking something?
Incentives play a decisive role in motivation.
If these are missing or are not attractive enough for the employee in question, motivation drops.
What exactly motivates an employee can vary from employee to employee.
While one person may be motivated by career opportunities, another may appreciate the good work-life balance.
What forms of employee motivation are there?
There are various forms of employee motivation, which are generally divided into two main categories: intrinsic and extrinsic motivation.
1. Intrinsic motivation
Intrinsic employee motivation refers to the inner, personal motivation of an employee that arises from the desire to perform an activity based on their own interest, enjoyment of the task or personal conviction.
This type of motivation arises from the need for self-realization, the pursuit of personal development and the feeling of fulfillment from the work itself.
Employees who are intrinsically motivated are committed to their tasks of their own accord and feel a high level of satisfaction and commitment in their work.
Intrinsic motivation can help employees to be more creative, innovative and productive and to experience greater job satisfaction in the long term.
2. Extrinsic motivation
Extrinsic employee motivation refers to external incentives that motivate employees to do their work.
These incentives can take the form of material rewards such as salary increases, bonus payments, promotions or even recognition and praise from the employer or colleagues.
Extrinsic motivation can also arise from external factors such as pressure, coercion or fear of punishment.
In contrast to intrinsic motivation, which arises from the employee’s inner drive, extrinsic motivation is based on external influences.
Although extrinsic incentives can be effective in the short term, they are often less sustainable and can lead to lower job satisfaction.
Nevertheless, extrinsic motivational factors play an important role in managing the behaviour and performance of employees in organizations.
There are also other forms of employee motivation that often occur in combination with intrinsic and extrinsic factors:
3. Social motivation
Motivation can also arise from social interactions and relationships in the workplace.
A supportive work environment, teamwork and a sense of belonging can play an important role in motivating employees.
4. Development motivation
Employees can also be motivated by opportunities for personal and professional development, such as training opportunities, career opportunities and the chance to take on new responsibilities.
5. Performance-oriented motivation
This form of motivation refers to the recognition and rewarding of performance and success at work, whether through financial incentives or public recognition.
Why is employee motivation so important? What impact does it have?
Employee motivation has a significant impact on the success of a company.
Motivated employees do their work reliably, support their employer’s goals, think innovatively and enjoy going to work.
In contrast, the performance of unmotivated employees decreases.
They are sick more often and can spread a negative atmosphere in the company. In addition, unmotivated employees will leave the company sooner or later, which leads to disruptions in processes, high costs and stress when looking for and training new employees.
It is therefore important to find out at an early stage what motivates employees and whether these needs are already being met.
If not, it is advisable to intervene in good time and create attractive incentives for employees.
In the long term, this will reduce staff turnover in the company and save companies the time and cost of finding and training new employees.
Employees will be happier at work, identify more strongly with the company and be more productive. This in turn benefits the company.
What factors influence employee motivation?
The motivation to pursue a professional activity ultimately varies from employee to employee.
A young career starter has completely different expectations of their employer than a mother of two.
Nevertheless, there are some general factors that we have compiled for you below:
1. Salary
Even if money is often not the main motivation, it still plays an important role.
Is the salary appropriate for the job or is it a low-paid job? Is the income sufficient to live well? Is there enough money left over at the end of the month for vacations, special expenses or saving, or is it just enough to cover the cost of living?
Even the greatest job can be demotivating if the salary is not enough to live on.
2. Opportunities for advancement
For young people in particular, the opportunity to develop within the company, take on more responsibility or climb the career ladder is a goal worth striving for.
If this opportunity is lacking, it can lead to demotivation and frustration. People who lack prospects are more likely to look elsewhere.
3. Supervisor
A competent supervisor recognizes the talents of his employees, promotes them and deploys them according to their strengths.
A boss who listens to his employees and is committed to them contributes significantly to motivation. In addition, sincere praise from a superior can quickly increase an employee’s motivation.
In contrast, a poor relationship with the line manager can put a lot of strain on the employee. If the boss is not available for their employees or exerts strong pressure as part of their position of power, this will quickly demotivate employees.
4. Everyday working life
What does a typical working day look like for you?
The piles of files pile up so high that you can barely see the other person, the phone rings incessantly and the tasks are almost impossible to complete because important information is missing?
Does that sound like a nightmare?
Unfortunately, this is part of the normal working day in many companies.
Stress and overwork are among the main causes of demotivation in the workplace.
In contrast, a well-structured working day with a fair distribution of tasks and the philosophy “Together we can do it!” can make a significant contribution to increasing motivation.
5. Work-life balance
While it may be acceptable for career starters to work overtime late into the night every day, this is generally not reasonable for working mothers.
A balance to the working day is crucial to recharge your batteries for the next day.
If your private life suffers as a result of your work, this can quickly lead to dissatisfaction. Flexible working hours and the possibility of compensating for overtime can help here.
6. Identification with the company/goals
Identification with the company is also an important factor for motivation.
If employees can identify with the company’s goals and these goals are also of great importance to them, they are more motivated to contribute to achieving these goals.
This positive aspect is often evident in the social sphere.
How can you measure employee motivation?
There are various approaches to measuring employee motivation. We have covered these methods in detail in our comprehensive article.
We invite you to read the article here.
Below you will find an excerpt with possible methods for measuring employee motivation:
1. Employee surveys
Regular surveys of employees can provide insights into their motivation, satisfaction and commitment.
Questions about job satisfaction, working environment, career development opportunities and the relationship with superiors and colleagues can help to understand the motivation situation in the company.
2. Performance indicators
The performance of employees can serve as an indicator of their motivation. Key performance indicators such as productivity, quality of work, attendance and punctuality can give an indication of employee motivation.
3. Feedback discussions
Regular discussions between employees and their superiors can help to assess motivation.
Open discussions about goals, challenges and development opportunities can provide important information about employee motivation.
4. Observation of behavior
Observing employees’ behavior in the workplace can also provide information about their motivation. This can include how committed they are to tasks, how they interact with colleagues and how they deal with challenges.
5. Exit interviews
When employees leave the company, exit interviews can be used to gather information about their reasons for leaving and their satisfaction and motivation during their employment.
How can you increase employee motivation?
We have also written a detailed article on this question. You can find it here.
I will explain a few possibilities below:
1. Recognition and praise
Employees feel motivated when their achievements are recognized and appreciated.
Regular praise and recognition for good work can significantly increase employee motivation.
2. Creating a positive working environment
A supportive and positive work environment where employees feel valued and respected can significantly increase motivation.
This can be achieved through open communication, teamwork and a good relationship with superiors and colleagues.
3. Career development opportunities
The opportunity for professional development and promotion opportunities within the company are important motivating factors.
Employees should have the chance to learn new skills and develop professionally.
4. Clear goals and expectations
Employee motivation is strengthened when clear goals and expectations are communicated.
When employees understand what is expected of them and how their work contributes to the overall success of the company, they are more motivated to achieve these goals.
5. Flexibility
Flexibility in working hours, work locations or work tasks can increase employee motivation.
The opportunity for a work-life balance and individual work arrangements help employees to feel valued.
6. Training and development opportunities
Investing in training, education and development opportunities shows employees that the company is interested in their personal development.
This can increase motivation.
7. Participation in decision-making processes
Involving employees in decision-making processes can boost their motivation, as they feel heard and valued.
Conclusion: Employee motivation is a decisive factor for the success of a company
We come to the end of this article.
I hope that I have been able to give you an understanding of the topic of employee motivation and clarify its importance.
In conclusion, I would like to emphasize once again that a high level of employee motivation has a direct impact on performance, corporate culture and employee retention – all of which are decisive factors for the long-term success of a company.
Companies should therefore make it their business to continuously measure employee motivation and take appropriate measures where necessary.
