Motivation at work is an important aspect in the development of our professional life. Although this is an element that should be present from the outset, the reality is quite different. Very often, motivation is largely absent. But, good news! In such cases,we are talking about a psychological element that can improve if we make some changes.
Our emotions are related to the development of our functions in our work; they are also extremely motivational. Sadly,there is a high percentage of workers who do not feel fulfilled by the work they do.This is undoubtedly one of the factors that penalizes their motivation to work the most.
- 1 Work motivation techniques
- 2 1. Correctly insert work into your workstation
- 3 2. Establish a good occupational risk prevention plan
- 4 3. Show appreciation and encourage workers
- 5 4. Take into account the social benefits of the job
- 6 5. Getting closer to workers and colleagues
- 7 6. Improve professional performance
- 8 Motivation in education
Work motivation techniques
The use of permanent motivation techniques at work will allow us to discover the type of positions we want the most,how we can match our work and our tastes … and how to make those who work with us motivated by their tasks.
1. Correctly insert work into your workstation
A good insertion of the employee at his place of work implies an ideal placement according to his knowledge and abilities.The most valued values are trust and autonomy when working.This autonomy promotes greater involvement and commitment, as well as self-assessment. It stimulates the ability to search for solutions to everyday problems. In addition, by applying this principle, we give a place to the worker, creating an emotional environment that promotes its development.
2. Establish a good occupational risk prevention plan
The occupational risk prevention plan and the health promotion must be part of the company. Not as external actions but as a point of view based on comfort and the attenuation of stress levels. Without neglecting hygiene and other factors directly involved in the protection against risks. With this principle,we ensure the health and safety of the worker. We create a safe physical environmentand comfortable for the development of its functions.
3. Show appreciation and encourage workers
One of the factors that psychology attributes to good self-esteem, greater ability to give to others, to offer the best of ourselves and to love what we do is recognition. As social beings, we need others to validate, recognize and recognize the fruit of our effort.It is therefore important to recognize a job well done, both individually and collectively.
Otherwise,well-used incentives –if they are poorly used, they can have the opposite effect-may increase the worker's performance.These incentives may not be directly related to the economic part. There are many ideas and solutions such as discounts, passes for events, an opportunity to receive specialized training, etc.
The social benefits consist of a very simple thing: part of the worker's salary is reflected in services and free services that allow him to face the difficulties of everyday life:medical and dental insurance, pension fund, daycare service, restaurant vouchers, school help, etc.
In fact, many companies, during the crisis years in which wages were frozen, set up a system of social benefits to compensate for the loss of wages.status quofamily. This type of support is highly appreciated by workers, especially in times of economic difficulty and when access to resources is more limited.
5. Getting closer to workers and colleagues
A good leader must know how to be close to his employees to guide them. He has to worry about the personal well-being of his collaborators?This interest must be sincere and must come from relationships maintained through trust and proximity.
6. Improve professional performance
Unfortunately, many workers perform their tasks without clear objectives. They lack tools, have no planning, or do not receive support from the organization.Therefore, we must be concerned about what is needed to achieve results. Or we can just ask ourselves what we can do to improve the workspace or the efficiency of their time. These are simple actions that improve the performance of others.
Ultimately, this principle reminds us that people need to feel supported to do the work they have been asked to do.By providing them with adequate support, we also give them afeedbackthat will allow them to improve and increase their self-efficacy.