A common misconception plaguing most offices is the notion that it’s the salary which serves as the primary motivational factor for employees. While this is true to a certain extent, there is only so much that a salary can get you, before employees begin to demand more from their job. Most people choose to remain in low-paying professions simply because of the reward factor they derive from of them.
The same also applies to the regular corporate environment, which is typical of both small and big businesses. Employees look for a sense of belonging and want to be ‘part of the team’, instead of just being another cog in the wheel. If they feel that their job is relatively mundane, it won’t be long before their moods begin to dwindle. It is at this point that employees realize that it’s better off for them to simply take off and find an entirely different place of employment.
It has also been observed that most employees aren’t really in it for the money during the initial phase of their employment. They are looking to simply gain entry into a certain niche, hone their skills, command the respect of their peers and then dictate their own terms and conditions.
Adding a layer of motivation and commitment
By far the best means of increasing employee motivation is to provide them with perks at the workplace. This will motivate them and increase their commitment at the office. Their productivities will begin to reflect on the company’s bottom line.
Some employers choose to raise the salaries of their employees as a response to the employees increasing their commitment to their work, but it only lengthens their duration at the office for a few more days.
Using incentives
Some employers take their workers to vacationing trips, treating them to lavish dinners and giving them bonuses to help provide the necessary stimuli needed to maintain their focus levels. When you let them engage in activities, it makes employees feel the need to go the extra mile and serve the office.
In case you’re not sure what might work for your employees, it is better to simply conduct a survey to determine their favorite activities.
What if their interests are different and don’t overlap?
Plan wisely. If a certain segment of the workplace prefers to go bowling while a different segment simply want tickets to the Rugby game, it is better to listen and cater to them both. You could take them to a trip which involves a brief detour to the bowling alley, followed up by the Rugby game. The order doesn’t really matter here.
This way, you get to treat your employees to the best of both worlds. It allows much needed time off from work and recovery from the daily hassles of the regular office environment. When employees begin to reflect on the fact that they now have a more ‘personal’ relationship with the hierarchy, it encourages them to go the extra mile.
