Elated to share today is this amazing secret on how employers can get smarter with employee motivation. Before the nitty-gritty, let’s expose these 10 common misconceptions about employee motivation you must avoid. This will change your view on staff rewards.
10 Common Misconceptions About Employee Motivation You Must Avoid
- Money is the best motivator: Don’t turn your employees to road side beggars. The euphoria disappears as soon as the money finishes and reappears when the next money is received. Guess what, the staff may get back to a much lower level of motivation.
- Appreciating a staff for a job well done will make others feel bad: Are you a killjoy? Everyone, including that grumpy staff gets better when given an open recognition.
- Complaining constantly will keep the staff on their toes: Dear Boss kindly stop your search for Kunta Kinte . You will only make the staff have a feeling of low self-worth and you know this does not make his work better either.
- The lesser the funds spent on rewarding, the more profit the organisation has: I beg to disagree. Read on to discover the amazing secret on how you can be smart with employee rewards. You will be surprised to realize how you can save marketing cost, drive traffic to your organisation’s website and almost double your profit.
- Not all staff should be rewarded: I think you are 100% wrong here. Both the top 5 and bottom 5 in the staff cadre feel the same way when rewarded.
- Threatening staff periodically will improve productivity: Big No! This hampers creativity. Do not be surprised to realize such staff will devote time surfing for new vacancies than focusing on your job.
- Randomly moving staff from one department to another makes a good company: When there is need for a change, it should be through a well thought out process. Before your next random reshuffling kindly consider you risk having square pegs in round holes. This explains why you keep having qualified staff yet not achieving set goals. It is just a problem of unqualified people occupying sensitive positions and distorting the entire equilibrium. Of course, you do not expect the misfits to own up when things go wrong.
- Staff do not really care about the organisation so why should the organisation care about employee motivation: If Pareto Principle is true then be assured that a minimum of 20% of your staff truly care in measurable ways.
- There are some must-follow rules in staff motivation: Well, except you work with robots, there are no stamped rules for motivation. The more creative you can get about staff motivation, the better for your organisation. Read further to see the untold magical effect of employee reward.
- Employee motivation is of no value: Again, I will say No. I learnt that employee motivation is of immense value to organisation’s google analytics. From my experience, I deduced this simple Mathematical formula- Employee motivation is directly proportional to a boost in your website traffic with (client) referral being a constant.
Permit me to share why I came up with that mathematical formula. It was amazing how a little tweak in creativity organically generated traffic to our website. 50% of the would-have-been marketing cost was then utilized for rewarding employees for a job well done.
You too can organically generate as much as 50,000 web traffic over a specified short period with the assistance of your staff who will be rewarded with shopping vouchers worth 50% what would have been spent generating same using PPC. Sounds great huh? Read on for a summary of steps taken to achieve same.
Both the top 5 and bottom 5 in the staff cadre feel the same way when rewarded
First, the goals and objectives were set which was primarily traffic generation using targeted posts in our corporate website to captivate audience attention and call to action;
Second, URL shorteners as bit.ly, goo.gl and tr.im were tested and recommended to track level of each staff participation. URL shorteners track shared content, reveals when the post was shared and how many clicks the post generated etc;
Third, the total clicks were collated which corresponded with the Web Analytics within the specified period. Then, the cost of rewarding the employees for participation was marked at 50% of what it would actually cost to deploy PPC in generating same traffic.
Participants were rewarded for both posts and clicks. However, the mathematical conversion formula deployed placed higher priority to clicks than posts.
After this first reward, it was no surprise that at the next round, 660,000 traffic was generated from the better motivated employees.
You see why I disagree with most of the myths highlighted. I needn’t argue that once employee motivation is given consideration in any strategy adopted by any organisation, the result is usually in the desired direction.
If you still nurse any of these “10 Common Misconceptions about Employee Motivation You Must Avoid”, simply do what I did. You can give this a trial and share your experience on staff productivity afterwards.
With motivated employees, you will observe that the next time you set certain project targets, it would take half the time and resources to execute
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