Four factors to motivate employees, not to mention money

January 28, 2020

La gestion de la paie dans le Cloud, un marché en plein boom

Motivating employees is probably the most important task of a manager and it is not always easy. The Remuneration? Yes, but it’s not enough. Focus on the four levers to be activated outside of remuneration in order to guarantee the productivity of your staff.

According to a study from the Monster job website, salary is the number one reason cited by employees to ensure motivation at work with nearly 30% of the votes. While this score puts pay at the top, it’s actually not that great. The fact is that a company has to do more for its employees. There are other conditions that have to be taken into account in order to guarantee continuity of motivation in the teams. A company that has employees who are committed to their jobs increases its chances of achieving its growth targets.

Offer adequate working conditions to your employees

There’s a lot of talk about teleworking these days and that’s good, but having nice premises is probably more important. The working conditions are an undeniable motivating factor. The number of employees who say they are satisfied with their working conditions has risen by more than 10% in ten years.

Train them and help them reach their full potential

Employees are committed to their skills in line with a specific position. Imagine how your team feels when they feel that their manager is always trying to make them better. Increasing knowledge is achieved through training and regular follow-up. A manager has everything to gain from this, it allows his team to be more autonomous and more motivated. An employee who appreciates and understands the stakes of his missions will have the feeling of playing an essential role in the objectives of his company.

Communicate with your team and involve them in the decision-making process

Communication is the basis for motivating employees. A good transmission to the teams is the element that allows them to have a clear vision. And the dialogue is threefold: on a daily basis with operational exchanges, in the medium term with regard to the company’s future projects and in the long term with regard to its objectives and overall strategy.

Another important point is to be able to think collectively, including in decision-making. By involving employees in certain decisions you may be surprised and get ideas that you would not have thought of because as the saying goes, several heads are better than one. Your team will feel considered and more involved in the objectives it has set for itself. Encouragement and congratulations are part of this daily dialogue with your team. This can only be beneficial and give a boost to their efforts.

Contribute to a strong corporate culture

This is undoubtedly the major asset that allows employees to invest and project themselves in the company over the long term. This mission is that of human resources, but not only. You and your team have a role to play in contributing to it. By coming together, an organization goes beyond individualism. It requires common values and objectives to be put forward. As a manager, you must convince your teams to contribute to this on a daily basis, both inside and outside the company, by conveying a positive image.The motivation of your team must be your top priority. If money is the sinews of the war, it doesn’t make all of them.