Article 66 out of 2005
Let’s start with something you already know: an engaged and motivated workforce is more productive, makes fewer mistakes and carries out tasks to a higher standard.
We could fill several pages with statistics to prove this but, like we said, you already know this. Instead, here are just a couple of research findings:
Productivity improves by 20-25% in organisations with connected employees. (Source: The McKinsey Global Institute) Disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects (Source: Queens School of Business and Gallup) What is probably of more interest is how you reach the goal of having a motivated and engaged team. The good news is that you won’t need to spend a fortune on perks, benefits and higher salaries, as these are shown to have a low long-term impact on motivation.
The other truth is that motivation comes from within. Which means that you could get the best motivational speaker in the world to deliver a weekly session to your team and it would have no lasting impact. The secret is to create a culture where your team can harness their own internal motivation and energy. Instead, focus on the following:
Provide meaning. People are more motivated when they know that their actions make a difference and when they have the opportunity to use their skills. Taking the time to share and celebrate positive feedback from service users, carers and family members is important. These can be a simple statement of thanks or a couple of sentences. They all add up to a picture of a team that is using its capabilities to make a difference and leaders who appreciate just how important this is.
Encourage people to take better care of themselves. Regular exercise, adequate sleep and breaks from work reduce stress and improve engagement. Make it clear that you expect people to take good care of themselves and create the culture where this becomes the norm.
Show that you’re interested. Consider the likely motivational impact of the following two scenarios. In the first you see a member of staff in the corridor and say in passing: ‘Hi, how’s it going?’ In the second you put some time aside, sit together in a quiet location and ask: ‘How is everything going? Are there any aspects of your role that you’re finding challenging? Are there things that you are interested in learning or becoming better at doing?’
Essentially you are asking the same question. But in the second scenario you are clearly interested in the answer. It’s a vital step in encouraging somebody to become actively involved with their personal development. It also means that your investment in staff development becomes more meaningful to each individual and more valuable to your organisation
Helping people to develop and apply new skills clearly has a cost. But then so do reduced productivity, mistakes and the almost inevitable recruitment cost when people decide to go somewhere that they feel more appreciated.
Targeted staff development is a vital aspect of effective motivation so should be looked at as an investment which you will see return on, rather than just an outgoing cost. Redcrier specialises in working with your team to help you plan and implement training that not only meets requirements but also allows your staff to excel. With flexible training solutions to compliment how your staff like to learn, free consultation and an expansive range of courses available – why not give us a call to chat through your needs today on 01823 332200. Or to find out more visit our website.