How to motivate the employees

Get the impression your workforce is lacking that spark of energy? It's never a bad time to motivate employees and to get the best possible performance from them. Not only does it improve performance but job satisfaction will also be increased among motivated employees, including you.

1. Work together
Exchange information work itself is preferably a stimulant. Instead of letting employees speculations on the development prospects of the company, you should let the staff put their mind on the work. Supervisors should work with the staff together, and provide employees with information which is needed in the job, such as the overall goal, department plans for the future, as well as the problems which must be solved by employees.

2. Stay positive, enthusiastic and excited yourself. Your employees take cues from you, and they can pick up on whether you are frustrated, angry, worried or depressed. It is important to get people excited about success, and your employees should know you believe in them and the company.

Think about the motivations that compel you to do a good job and to achieve great outcomes, and focus on them yourself. This way, you will set a good example for your employees to follow, and be more pleasant to work with. Think of it in this way too: if you hate your job, and you're in charge, what's there to work up to? Be the best so that others have an incentive to match you. As Albert Schweitzer once said, "Example is not the main thing in influencing others; it is the only thing."

3. Listen to you employees suggestion, join in decision
Listen to your staff and invite input to find out what motivates each employee. Get to know your employees. Get some insight into the lives of the people you hired. Learn about who they are, and where they are going.

Some employees might simply want to feel as though they are making a valuable contribution. Others might be interested in getting a raise or promotion or in having more of a say in how their department operates. Find out what motivates each individual to do a good job so you can capitalize on it.

3
Recognize a job well done. In many instances, recognition is just as important as financial reward to an employee who spends so many hours of their life on the job. Some examples: Mention to the employee how much you appreciated his effort on a project, post an announcement in the company newsletter praising an employee or department, holding a special lunch out or celebration for a group that accomplished a particular goal.

4. “Admire ” is the best motivation

Give a cash bonus or time off as a reward for accomplishing a goal. You could establish a standard quarterly or annual bonus for achieving certain performance metrics. Holding an occasional contest or competition can be a fun way to get your employees excited about producing again.

Work out a reward system. Provide a clear system of incentives for your employees, such as: awards and recognition a pay raise or bonus increased time off more responsibility (or less) a promotion, or a customized position.

5
Provide training to help employees improve their skills or master new tasks. These boost confidence in your employees and can help motivate them to strive to achieve more in their jobs.

6
Keep motivation going. Once you have achieved success, don't forget to celebrate! Equally, don't lose sight of the reality that this is an ongoing process that is a regular part of your role as a manager. Think of creative ways to increase your motivational strategies, including making use of retreats, team-building exercises and travel where relevant. Always keep in mind that a motivated workforce will be happier, more productive, more profitable and ensures a fun place to work.

7
Use smarter goals. Convey goals that are specific, realistic, and measurable. As long as your employees can see the light at the end of the tunnel, they will keep working towards it with enthusiasm and focus.

8 Delegate employees the authority. You know the bottom line. Instead of micro-managing all the work by yourself, explain to them what your bottom line is, and assign them a certain amount of authority so that they can take charge of the task at hand. By opening up new possibilities, your employees will be encouraged to do the job the way they would do it if they were in charge. See How to Delegate.

equal opportunity
Do not maintain relative as well as protect the superior ,and pay attention to actual performance. Treating employees with fair treatment.

Case: A company in the United States called Fox Polo's company specialized in the production of precision instruments and equipment of high technology products. In the early entrepreneurs, they met a difficult problem in the technological transformation. One night, When the company president was puzzled about the problem, one of the scientists came into the office telling the president how to solve the problem. After listening to the the scientists, the president thought what the scientist said was very useful, and he wanted to give him a reward at once. He looked for a long time in the drawer, and finally took out a banana to the scientist. He said, this was the only prize he can find at that time. And the scientist was deeply moved, because this expressed the leader admitted his achievement. Since then, the company always awarded a gold banana shaped pin to the technical staff who overcame major technical problems.
Behavior and positive incentive timely are expressed by their timeliness. In the absence of something else for the prize, there are at least two advantages to use the banana as a prize. 1. After his behavior is admitted, the employee will continue to repeat the desired behavior.
2. Make other people see, as long as the system is required to do, they can immediately rewarded. The conveys the system and leadership are reliable, therefore everyone would work hard to gain the positive reward.