Motivation at work: 6 techniques

Motivation at work: 6 techniques

Motivation at work: 6 techniques

Last update: 04 September, 2020

Motivation at work is an important aspect in the development of our professional life. Although in theory this element should always be present, in reality too often it is not.

Fortunately, however, motivation is a psychological area that you can work on by making some changes.

We think about the fact that our emotions play an important role in the performance of our duties in the workplace; these are emotions which in turn are also linked to the concept of motivation.

Unfortunately there is a high percentage of workers who do not feel fulfilled and satisfied with the work they do and this is undoubtedly one of the factors that most undermines their motivation at work.

Work motivation techniques 

The use of permanent motivation techniques will allow us to find out what kind of job we want most, how we can adapt our current job to our preferences and how to make colleagues motivated and get them to do their jobs.

1. Correctly integrate the worker into his work environment

A correct insertion of the worker in his work environment implies the assignment of the ideal place for his knowledge and skills. The best values ​​a worker can possess are trust and autonomy in carrying out their work.

This autonomy also promotes greater commitment on the part of the worker, who will be able to self-evaluate and feel stimulated to use his skills to seek solutions to everyday problems.

By applying this principle, we give the worker a specific place, which will generate an emotional environment that can favor his development.

2. Establish a good workplace risk prevention plan

The occupational risk prevention plan and health promotion must be an integral part of the company, not as external actions, but as part of a perspective based on comfort and the reduction of stress levels. Obviously without forgetting hygiene and other factors more closely related to risk protection.

Following this principle, the health and safety of the worker are protected, creating a safe and comfortable physical environment in which to perform their duties in the best possible way.

3. Establish rewards and incentives

One of the factors that psychology associates with a good level of self-esteem, with a greater ability to make yourself available to others, to offer the best of yourself and to love what you do is recognition.

As social beings, we need others to appreciate us, recognize us and the result of our efforts. And so It is important to recognize a job well done, be it individual or group.

If used in the right way (be careful, because if used incorrectly they can be counterproductive), incentives they can increase the motivation at work and, therefore, the employee's performance. These incentives do not necessarily have to be of an economic nature: in this sense there are numerous ideas and solutions, such as gift vouchers, free tickets for events, the possibility of receiving highly specialized and differentiated training, etc.

4. Social benefits associated with work

By social benefits we mean the fact that part of the worker's earnings is provided through free services and benefits that allow him to better face the difficulties of daily life: medical or dental insurance, life insurance, pension funds, services such as daycare, meal vouchers, school aid, etc.

In the years of economic crisis in which wages have stalled, many companies have implemented the social benefit system to compensate for the loss of the status quo of families.

Aid of this type is also highly appreciated by workers, especially in times of economic difficulty, when access to these resources is more limited.

5. Forge a bond with colleagues and / or employees

A good leader must have a certain level of confidence with employees in order to better direct them, caring for their personal well-being. But this interest must be sincere, the fruit of a relationship based on confidence and trust.

6. Improve the conduct of professional activity

Unfortunately, many workers carry out their jobs without having clear goals, without having the necessary tools, or with little planning and support from the company. Worrying about what we need to get results, or just asking ourselves from time to time what we can do to improve our work environment or optimize our time, are very simple actions that can improve our performance and that of others.

These principles serve to remind us that people need to feel supported in order to perform the tasks entrusted to them in the best possible way. Offering adequate support means giving feedback to workers, which will allow them to improve and increase their motivation at work and effectiveness.

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