How do you keep your employees motivated? Possibly a question you sometimes struggle with. Just keep everyone happy! It is an important task of an executive, but not the easiest. How do you get the best out of your employees so that they in turn contribute to a healthy organization in today’s competitive marketplace? ZDT with us!
Deci and Ryan’s Self-Determination Theory states that employees’ intrinsic motivation depends on the fulfillment of three key basic needs. This is especially evident when employees are in a stimulating environment. What employees need? Autonomy, competence and connectedness. We’ll take you through the three basic needs;
Autonomy:
This is about the desire to be able to decide how and when tasks are performed. This feels like personal freedom and independence, and it is precisely because of this that work is perceived as less pressure.
Connectedness:
There is connectedness when employees feel they are part of a cohesive team and can share their personal feelings with colleagues and supervisors. Mind you, social contact must be meaningful and genuinely full, then true connection comes.
Competentie:
When employees feel competent, or feel capable, it increases the ability to adapt flexibly in changing (work) environments. Those who feel competent are more confident and comfortable.
Motivated employees, which is not only a benefit for the employees themselves, but also for the organization; see where it cuts both ways for you!
Letting go and holding on
Managers have a lot on their plate and sometimes it can be quite a challenge to monitor the above basic needs in employees. To give you a hand with this, we have listed a few things for you:
- Can you let go of (parts of) your team’s planning and execution? Can your team members decide for themselves what to do when and in what way, as long as they stay within frameworks?
- Explore ways you can build a genuine working relationship. Do you show interest in your employee? Do you know what’s going on in his life? Are you the supportive leader your team can build on?
- Competency development can be an ongoing process. After all, we are never too old to learn! What does your employee need in order to continue doing the job sustainably? Does the work still fit? What does someone want to develop in?
Why should I learn to motivate?
‘Just working’ is long gone. While it may sound like an open door that motivated employees are desirable after all, various research has also shown why it is so desirable. Aside from being more vital and less exhausted, motivated employees also perform better. Voluntary turnover is lower and motivated employees are better able to accept organizational changes. In the current market, where there are more vacancies than job seekers, a great way to bind and retain good workers.
Annet Scholte Albers
Registered psychologist NIP/ Work and organization
Source: Van den Broeck, A., Vansteenkiste, M., De Witte, H., Lens, W., & Andriessen, M. (2009). The Self-Determination Theory: qualitative motivation in the workplace. Behavior & Organization, 22(4).
