The Essence of Employee Motivation

2017-11-08T21:58:03+00:00

The Essence of Employee Motivation

Today’s management methods in companies are created mainly by senior management, with the appropriate seniority taking up managerial positions. Meanwhile, introducing new technologies and innovative methods requires some freshness, which features the young staff. Unfortunately, it usually holds lower positions, which hampers the appearance of new initiatives. And as soon as higher managerial positions are reached, one is already part of the older staff.

The Paradox Of Today’s Managers

The most common approach used by management in its working relations with subordinates seems to be the carrot and stick method. Most managers base their attempts to motivate people on fear, uncertainty, and punishment, keeping them afraid of their position, and then organizing meetings in a pub.

The Mistrust Of Entrepreneurs And Employees

Sometimes it is our mentality that makes us wary. There is a stereotypical belief that if one sees a young, wealthy entrepreneur, one thinks that they have certainly achieved success in some fraudulent way since most people of their age just started earning money. Many entrepreneurs, especially in the industry, believe that the primary goal of employees is to try to earn with as little effort as possible. However, what is the truth? When we talk to the management staff, which employs 3,000 people, employees with the highest employee motivation – most of them will answer that it is a desire to get a raise. Meanwhile, if workers have poor quality working conditions (dirty changing rooms or bathrooms) or if they are perceptibly searched by security guards and treated as potential thieves – eliminating the said factors could be less costly and more effective than symbolic increases for everyone.

The Question Of Motivation And The Message

One of TimeCamp’s task is to monitor the employee activities at the computer. We noticed that one of the most common reasons for purchasing our software is the desire of managers to control the time spent by employees on unproductive activities such as, for example, browsing Facebook or shopping platforms. Once TimeCamp is installed on the computers in a company, managers discover other useful forms of its application, for instance, procedure monitoring, project budgeting, and time management. However, treating suspicion of employees as a premise for the introduction of TimeCamp in a company may disturb employees greatly. Why does my boss want to follow me? Does he or she think I am not working? Such questions may arise if the manager communicates:

“We install TimeCamp because the progress of work on the project is going too slow and we want to know whether everyone is working optimally.”

A modern manager would rather comment on such implementation of software in the company in such words:

“We install TimeCamp because we want to check whether the workflow processes implemented by us take up as much time as we would like them to.”

The way of communicating how to implement time monitoring in a company is crucial for employee motivation.

Inspection Of The Worker

We are full of contradictions. We don’t like tasks being imposed on us, but at the same time, we want to be motivated to do what needs to be done by some implemented procedures. Therefore, using project monitoring and project management software in the company may be the key to the problem of work monitoring. After years of experience in conversations with our customers, we have to admit that when there is no boss, things are going with difficulty, the work development is close to zero, and the responsibility is blurred. But when there is a boss, even if some people complain about him or her, the work is more efficient.

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