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After obtained staff performance award, I would like to discuss about staff motivation.
It is obviously that unmotivated staff is more than just lazy staff. They are usually not proactive and are afraid to make decisions.
"The more you work, the more mistakes you make. So don't do anything unless you have to. And even then, do as little as possible."
The following items could be the reasons:
· Office politics
· Repetitive, simple tasks all the time
· Unclear instruction
· Organizational vision, mission and values not clearly communicated
· Vague and contradicting instructions
· Unnecessary rules
· Unproductive meetings
· Lack of information
· Discouraging responses
· Tolerance of poor performance
· No recognition of achievements by the community
Sometime, people claimed: "That guy is dead wood. He is on maxi. Nothing we can do about him." But I believed: “Everybody can be motivated, the question is how.”
There are four common factors of motivation including “Worthwhile Work”, “The Power of Acknowledgement”, “Your Personal Credibility” and “Working Through People”.
People are motivated because they know that their work is worthwhile or when they experience their work as meaningful.
The Power of Acknowledgement:
Motivation comes from an act of recognition, a word of encouragement, or a sense of respect. It is the power of acknowledgement that brings enthusiasm to worthwhile work.
Your Personal Credibility:
Supervisors must provide a stimulating and open environment in which their employees feel comfortable to make suggestions. They should work with their employees to refine a rough idea or even draft a totally new suggestion for improvement.
Working Through People:
The basic principle underpinning motivation is that if staff are managed effectively, they will seek to give of their best voluntarily without the need for control through rules and sanctions - they will eventually be self-managing.
The staff performance award is one of staff recognition schemes. It covers two of the four motivation factors, which are Worthwhile Work and The Power of Acknowledgement. In my experience, as a supervisor, he must understand his staff’s ability and know his staff concerns. How does he link up such concerns into job objectives? Supervisor should fill the gap of his staff work performance and reduce the gap through effective training.
My certificate of performance recognition
For more information on staff motivation, please visit http://www.csb.gov.hk/hkgcsb/hrm/e-motivation/e-purpose.htm.