Why do we do what we do? This question has boggled psychologists for decades. Up until now, there is no clear-cut answer to this million-dollar question. Theories are the best bet we have at the moment, from B.F. Skinner’s operant conditioning to Abraham Maslow’s hierarchy of needs.
The Nature of Motivation
But although this field is still up for debate and research, one thing is clear: motivation is the reason we do what we do. Its literal meaning, after all, is the desire to do something. Be it waking up early in the morning to jog or working overtime on a weekly basis, it is what keeps us going. Without motivation, we will have neither the desire nor the energy to do something we deem productive.
At its core, motivation has three key components. The first element is activation, in which the person decides to initiate the action. After activation comes persistence, which signifies the effort the person exerts to overcome obstacles and fulfill the goal. The last component is intensity – the amount of vigor spent to achieve the goal.
Where the motivation comes from is a different discussion. Psychologists say that motivation can either be intrinsic or extrinsic. The former comes from within, meaning you actually want to do the action. Personal gratification is the keyword here. The latter is all about the external factors that drive us to complete an action, from tangible rewards (e.g. money, awards) to social recognition.
Psychology, Productivity, and Your Workforce
So how does this relate to business? It’s fairly simple. Without motivation, any company would stagnate and eventually go bust. A business depends on the people under its employ, which means that the performance of the staff members dictates how well the company competes with the rest of the market. Without its staff fulfilling basic and crucial tasks, there would be no running enterprise to begin with.
Now, think of a situation where the workers have no motivation whatsoever to finish their job. The company won’t meet its goals, and there would be no way for the business grow. Should this trend continue, the business will crash.
For this reason, it is important to ensure that your workforce has the proper motivation to do well in their respective jobs. This is where Brad Montgomery and his team steps in. As one of the top motivational speakers in the country, Brad has the skill to bring out the best in your employees and make sure that they continue to perform excellently in their roles.
Contact us today for more information about Brad’s services.
You have a great team of employees that constantly exceeds your expectations. They seem to be enthusiastic and motivated, as well as passionate about the work they are doing. The only problem is, they are leaving one by one. They are sending you resignation letters, and you do not have an idea how to stop it.
It’s sad. When employees seem to have one too many bad days, they may be thinking of leaving their job behind. Employee retention these days is more than just about making employees happy in the present. It is also important to consider their happiness and satisfaction for the long term.
Here are a few reasons why employees are packing their bags, and insight on what you can do to keep this from happening:
No Career Growth
It is extremely important for employees to have the ability to grow in their career path. This is why employers need to ask team members about their own goals and expectations. It is always important to find out the skills they want to sharpen or acquire. It is also advisable to offer leadership training and mentorship programs.
When you give employees the tools they need, they will be motivated to achieve their professional goals. They will also be motivated to come to work and contribute to the company’s success.
No Success Contribution
Employees want to know that their work affects the company. The bad news is, team members are just compensated for their performance, and not how they contribute to the organization’s overall success. It can be disappointing to know that they are just part of the process and not the result.
It always makes sense to give employees a share of the profit or reward them for their contribution. This will help make them feel like they are truly an important part of the organization, rather than just replaceable staff members. Profit shares, if feasible, will strengthen relationship with employees.
No Promotion Within
When employers do not promote from within, employees may feel the need to leave their jobs to advance at another company. If you have a new management position, you don’t always have to hire outside. It is always better to promote a top performer to save on time and resources spent on training someone new and unfamiliar with internal processes.
There are plenty of ways to inspire staff members. Brad Montgomery knows that employees need the right motivation to be happy and satisfied. As a trusted motivational speaker, he can inspire employees and help strengthen bonds within an organization. Contact Brad today and find out how he can inspire and motivate your employees.