Leadership & Supervision - Motivating Staff RLS415 - Leadership & Supervision - Recreation & Leisure Services - Seneca College For: Alf Grigg By: Tyler Nakeff January 27th/2014
Motivating Staff 2 Technological advances, over the years, have made human progress and work much more efficient. As a result of the technology, we have shifted our society and the way it operates. We no longer need to forage or farm for our basic survival. We can now enhance the quality of our lives through the use of technology and a series of services provided by others. This however does create an underlying issue, lack of motivation. When we are no longer, literally, working for our personal survival, some people lose the motivation that is required for quality and efficient work. Sometimes employees in this new age, struggle to find a reason to expel effort into a seemingly meaningless job. They fail to recognize that their employment, to certain extent, directly affects many aspects of their peers lives, as well as their own. This provides a unique opportunity for leaders in the workplace to encourage employees to improve their production and find meaning in the work that they complete. This allows employees to be empowered and become actively engaged in the workplace. Supervisors in the workplace have a particularly important job which is to provide motivation to the staff. Honore says, Motivation represents the forces acting on or within a person that cause the person to behave in a specific, goal-directed manner. It is the desire to do the best possible job or to exert the maximum effort to perform assigned tasks. Motivation energizes, directs, and sustains human behaviour directed towards a goal. (2009) The concept of motivation is of utmost importance for the workplace as the success of a business or organization is highly dependent on the attitudes and willingness to, do the best possible job by its employees. Considering the importance of motivation, it is not always easy to accomplish. However, the motivation of employees can be enhanced by providing clear communication, proper training, enthusiasm and recognition. Employers
Motivating Staff 3 can create a motivating environment by utilizing these four leadership and supervision tips. To be an effective leader, it is imperative that they remain in constant communication with their staff. The leader must effectively describe their expectations and how they want their employees to fulfill them. The success or failure of this process is highly dependent on clear communication between the supervisors and the employees. Clear communication as a tool, will assist with motivation for staff, as it allows supervisors to know more about their employees and what their personal and professional goals are. The goals of employees can then be aligned more effectively with organizational goals, and the work that employees are doing becomes more meaningful to both themselves as well as the business. When communicating with employees it is important to approach them on an individual basis. Avoid generalizations and assumptions about what employees want. Talk to them individually to find out what motivates them. (Wilson, 2006) This will benefit both the employee and the supervisor, as the employee feels important and the supervisor can use the information to help make their work more meaningful. Sometimes motivation can come in the form of feedback and help encourage staff to change or shift their efforts. Communication can be an effective tool for motivating employees involved in change. Appropriate communication provides employees with feedback and reinforcement during the change, which enables them to make better decisions and prepares them for the advantages and disadvantages of change. (Gilley A, Gilley J & McMillan H, 2009)
Motivating Staff 4 Clear communication is vital for the success of the motivation process as it helps staff attain their goals and aligns them with the supervisors expectations. Another way to motivate is through the training of staff, both new and experienced. Samuel Martin says, Train your staff properly. Train your staff thoroughly. Teach them not only what to do, but why you do it that way. (2001) This simply encourages the employees of an organization to complete their work in a way that will encourage growth and possibly develop new ideas. By giving the staff a reason behind the methods of completing a task, they may be creative and find a more efficient way to perform the same task more effectively, and possibly revolutionize the current routines. Properly train them, starting right away. The first few days, even hours, often set an attitude when you consider the time, effort, energy and cost of training an employee, itʼs obvious that retaining is preferable to retraining. To keep any employee, especially the younger ones, you must show them that you are concerned about them as an employee and a fellow human being. (Rigsbee, 1996) By encouraging the right and safe practices, to be performed by an employee, you as a supervisor are showing that you care about them and want them to succeed and be safe within your organization. When staff feel supported they are comfortable and more likely to perform their jobs more effectively. The continuous training of experienced staff members is just as important as training for new staff. The offer of additional training and opportunities contingent upon the personʼs ability to successfully modify some offending behaviours often works. (Lynch, 2008) This prevents experienced senior staff from becoming complacent and losing interest. By providing on-going training for all staff in an
Motivating Staff 5 organization, supervisors can increase the motivation simply by providing employees with a sense of confidence in their roles within the business. Leaders of a workplace must exhibit a high level of enthusiasm to motivate their employees to do their best. If a supervisor is bored with their task or the organizational objectives, staff members will likely mirror those tendencies. Rigsbee says, Enthusiasm toward your employees and their growth. Be excited about the growth of your team, be excited when your people take a risk (regardless of the success). Find that wonder of the world you had as a kid and hold on to it for dear life. If you do, your staff will be infected with your thrill of business and desire to serve customers in a way that will lead to absolute customer satisfaction. (1996) Samuel Martin echos Rigsbee by stating, Enthusiasm is contagious. When we create an atmosphere of excitement and enthusiasm, people will not only show up to work, they will show up on time. (2001) Simply put, by creating an open and fun environment for your staff, you encourage them to complete their work with a zest for creativity. Enthusiasm, as Martin says, is indeed contagious, and supervisors have the ability to project that positivity on to their employees and directly motivate them. Positive environments have the tendency to promote more quality work from staff members. Creating a fun environment in the workplace stimulates a positive emotion. Employeeʼs who enjoy the activities at work always look forward to each working day. One way of creating fun is by finding which tasks are enjoyed most by each employee and assigning those tasks when appropriate. (Honore, 2009) By providing employees with an encouraging, open and enthusiastic workplace, they become motivated to be creative and share their ideas.
Motivating Staff 6 Lastly, the recognition of employee achievements can be used by supervisors to inspire motivation amongst staff members. Honore says, While it is true that improving conditions go some way to boosting staff motivation, recognition is also an important part of improving morale. This can be done without breaking the bank as employers shouldnʼt underestimate the effect of simply saying ʻthank youʼ can have. (2009) A simple ʻthank youʼ to an employee for their hard work can become an example of motivation for the specific employee but for other staff members as well. Saying ʻthank youʼ in public and perhaps giving a tangible gift along with the words has multiple functions beyond simple human courtesy, for the employees it means that someone noticed and cared. To the rest of the organization, recognition creates role models, heroes, and communicates the standard. Honore, 2009) It is important for leaders to remember that staff members like knowing when their work is appreciated and means something. It is a reward that comes apart from their pay and yet still provides a sense of satisfaction. Rigsbee says, You must embody that which you choose to praise and reward. The activities you recognize, reward, and praise are the activities that will most likely be repeated. To improve the loyalty of people to the company, praise and recognize them. (1996) Not only does recognition of a job well done, provide motivation to employees but it shows them that the supervisors are paying attention and can show appreciation when a staff member exemplifies the organizations values. It is important for leaders to exemplify these behaviours as well as, recognize them in staff members. Public recognition shows employees that they are valued and their contributions make a difference. Managers must make employee recognition genuine, spontaneous and shared. (Honore, 2009) By promoting the behaviour that supervisors are looking for in
Motivating Staff 7 staff members, it allows all employees to be aware of what is expected and possibly what to aim for. This is a perfect example of how recognition of achievements, can be used to motivate employees. Motivating employees is arguably the most important part of a supervisor or leaders job within an organization. They are there to oversee and assist employees in reaching the goals that are set for them, be it personal, professional or organizational. The supervisors must find ways to help motivate staff members to reach their potential and provide the organization or company with quality work that helps reach their goals. Sometimes this requires the employees to be creative and come up with solutions to problems. However, the process of motivation is sometimes difficult and compensation is not always a sufficient motivator. However, the motivation of employees can be enhanced by providing clear communication, proper training, enthusiasm and recognition. By utilizing these four leadership methods, you can transform your work environment and create a positive place for employees to work. You can motivate your employees through listening to their goals and visions of the organization. Ensure that employees receive on-going training to keep them up to date and comfortable with the direction of the company. Provide a fun, open and creative environment that encourages new ideas and solutions. As well as recognizing individual achievements and promoting the successes of others. By having leaders of your business motivate the staff and helping them reach their potential, you give the organization the most effective resources for it to be successful. The staff is essentially the lifeblood of any organization and by fully utilizing their capabilities you are strengthening the chances for success.
Motivating Staff 8 References Gilley, A., Gilley, J. W., & McMillan, H. S. (2009). Organizational change: Motivation, communication, and leadership effectiveness. Performance Improvement Quarterly, 21(4), 75-94. Retrieved from http://search.proquest.com/docview/ 218517376?accountid=28610. Honore, J. (2009, August). Employee motivation. Consortium Journal of Hospitality & Tourism Management, 14(1), 63+. Retrieved from http://lcweb.senecac.on.ca: 2126/ps/i.do?action=interpret&id=GALE A330680396&v=2.1&u=king 56371&it=r&p=AONE&sw=w&authCount=1. Lynch, P. K. (2008). Motivating challenging employees. Biomedical Instrumentation & Technology, 42(3), 203-4. Retrieved from http://search.proquest.com/docview/ 208680649?accountid=28610. Martin, S. (2001). Secrets of employee motivation. Journal of the American Chiropractic Association, 38(7), 18. Retrieved from http://search.proquest.com/docview/ 211472189?accountid=28610. Rigsbee, E. R. (1996). Employee motivation. Executive Excellence, 13(6), 19. Retrieved from http://search.proquest.com/docview/204628245?accountid=28610.
Motivating Staff 9 Wilson, C. (2006, Nov 19). Communication key to motivation: The Province. Retrieved from http://search.proquest.com/docview/269446079?accountid=28610.