Solve your employee motivation challenges
All of your employees are motivated, but not necessarily in the ways you want. People are not motivated in groups, but as individuals. Assessments individualize employees, giving you valuable information you can use to appeal to each employee's unique needs and desires. The information you will gain also demonstrates how their personal goals are achieved through the attainment of organizational objectives.
Motivation is not about money! A survey showed only 15% of employees left their jobs because of inadequate salary and benefits.
Of all the functions a manager performs, employee motivation is one of the most complex. Managers need to understand what motivates employees within the context of the roles they perform. Motivation unlocks human potential. Work becomes a more important part of life when employees find satisfaction and an outlet for creativity in their jobs. Greater productivity and increased employee morale is the natural consequence.
Having followed 360,000 people through their careers during a period of 20 years, a major study published by Harvard Business Review demonstrated that a key ingredient in retaining people is ensuring that they are matched to their jobs in terms of their abilities, interests, and personalities. The study found that when you put people in jobs where the demands of the job matched their own abilities, where stimulation offered by the job matched their particular interests, and where the cultural demands of the position matched their personalities employee turnover decreased dramatically and productivity increased exponentially. Job Match is the key to employee motivation and increased employee morale.
By identifying the characteristics critical for Job Match, we can help you identify the key components that motivate employees. Identifying these characteristics will improve productivity and save you money. Money is often not the biggest motivator for an employee. A recent survey mentioned in "40 Strategies for Winning in Business" by Haney and Sirbasku, found that only 15% of employees left their jobs because of inadequate salary and benefits.
The study found that of the job leavers surveyed:
- 30% were unhappy with management and the way they managed
- 25% felt they received no respect for good work
- 20% complained of limited opportunities for advancement
- 15% cited inadequate salary and benefits
- 5% were bored with the job
- 5% cited other reasons (retirement, career change, sabbatical, travel)
Several of our assessments and teamwork training workshops will provide you with the insight that could lead to higher productivity and job satisfaction throughout your organization.