Management is concerned about employees meeting the specifications of their jobs. Beyond that, it makes sense to manage your employees so they motivate themselves to exceed requirements.
Guidelines to motivate employees
- Be clear about what you expect from employees. One useful question is: "What are the five most important things you do in your job and how would you know if you are doing them well — without you having to ask me or without me having to tell you?" Until employees can answer that, they don't fully understand their job. Make sure job descriptions cover not just tasks but also how to do them and what results you expect.
- Respect their need to manage their time. Don't ask employees to waste time on nonsensical or non-revenue-producing tasks. Allow them to work in their highest and best use and delegate appropriately. Encourage time-management training and provide recorded sessions or resources so employees can learn at their own pace.
- Help them understand the difference they make every day. Do employees see the broader impact of their work? A tailor's careful sewing can make a bride's day, and a customer-service representative's good service can create loyal clients. When employees connect to the meaning of their work and to colleagues and customers, the work becomes more satisfying.
- Encourage their personal growth. Let employees know what their future at the company can look like and what it would take to get there. Then offer the skill testing and training they need to move forward.
- Consider their health. Whether through health insurance, wellness programs, or workplace habits, helping employees manage their health improves productivity, attendance, mood, and creativity. Work with your broker or benefits partner to develop practical wellness support.
Those are a few ways you can improve employees' work experience and gain their commitment. Think about how to apply these factors in your workforce to increase engagement and results.
For guidance on training and career development, see The Importance of Professional Development for Employees.
For considerations that tie personnel management to benefits and risk, see Employee Personnel Management and Insurance Considerations.
If you want to review options with someone who knows business coverage, talk to an agent.
Frequently Asked Questions
How do I make job expectations clear?
List the five most important duties, define how success is measured for each, and discuss these expectations during onboarding and regular check-ins.
What if an employee resists delegation?
Explain the value of delegating lower-value tasks, offer training to build confidence, and set gradual milestones for taking on new responsibilities.
How can small companies support wellness affordably?
Start with low-cost options like flexible scheduling, occasional health workshops, and partnerships with local providers before expanding to formal programs.
How should I link performance development to promotions?
Define clear skill and performance milestones that map to internal roles, and document training or assessments required for advancement.