Employee's Job example essay topic

One of a manager's responsibilities is to inspire staff and encourage them to strive for excellence and remain motivated even during the difficult times. While this task is challenging, there are measures a manager can take to generate enthusiasm in any working environment. Although different people are moved by different desires, values and goals, there are a number of generally agreed-upon motivators to which most people respond. Every employee deserves a clear understanding of what behaviors and outcomes are expected.

Many managers are so unclear that they make it seem as though they are hiding the target. Providing a clear vision for every expectation helps all involved in the long run. All employees should start off on the right foot with a thorough orientation program. The first few weeks and months on the job are crucial for new hires, especially when it comes to establishing attitudes about the position, coworkers, management and the organization. The overall goal of orientation is to help the new employee learn about the organization as soon as possible, so that they can begin contributing. Some managers have experienced high turnovers of newly hired employees, and it is common for over half of all new hires in hourly paying jobs to leave within their first year of employment.

Managers with effective orientation programs have found that their new employees stay longer. Employees should be personally congratulated for doing good work. Over and above monetary reward, what people crave is praise in some form. They need assurances that their efforts are known, valued and appreciated. Sometimes all it takes to satisfy this deep desire is a sincere "well done", preferably delivered in front of their peers. Different employees are motivated by different things, whether it is money, travel, training, promotions, or a flexible schedule.

The best way to find out what motivates someone is to ask them. Employee feedback is another tool used to motivate employees. Feedback is the amount of information an employee receives about how well or how poorly he or she has performed. The annual performance review is important but has limitations. The appraisal interview presents both an opportunity and a danger. It is an emotional experience for the manager and the employee, because the manager must communicate both praise and constructive criticism.

A major concern for managers is how to emphasize the positive aspects of the employee's performance while still discussing ways to make needed improvements. If the interview is handled poorly, the employee may feel resentment, and conflict may result, which could be reflected in the employee's future work. Once the appraisal interview has been completed, it is important that the manager communicate with the employee so that the employee has a clear understanding of how and where he or she stands in the eyes of the manager of the organization. In this interview, the manager should emphasize counseling and development, and not just tell the employee how he or she rates without some type of explanation. Focusing on development gives both parties an opportunity to consider the employee's performance-what has been done well and what needs to be improved. The advantage of feedback is that it helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work.

Many of us would have to agree that having a fulfilling job makes an employee perform better. Managers should strive to make the employee's job as interesting as possible. It is a fact of life that familiarity breeds contempt. That's why one of the great de motivators is plain old boredom. By making the employee's work meaningful will spur him or her to realize his or her highest potential. When people's work excites them, they come alive; they walk differently, they talk differently, they work differently.

That's why people who really love what they do- actors and artists, for example- will undergo incredible hardships for the privilege of pursuing their dreams. If a manager wants the staff to do their jobs with the same sort of dedication, making sure they enjoy what they are doing will make a difference. This may require that you build more decision making into their work, more creativity, more variety, and more challenge. When employees are able to make good sense of their abilities, they will repay you with top performances.

Giving them additional responsibility does not mean simply giving them more work. It is an opportunity to provide them with work of greater importance that requires a higher level of knowledge and skill. It is job enrichment, not job enlargement. When an employee remains in the same job for more than five years, something may be wrong- with them or with the manager. If for any reason they are not promotable, that means they have not gained any new knowledge or skills under their leader. Managers ought to provide help and direction by making sure all employees are exposed to training inside or outside the company.

Managers should enforce training as an annual program for the employee's growth. Lastly, when members of your staff feel that they are underpaid it sends the message that your company does not value their work. Managers should be sure that what they are paying is in line with current standards. Government reports, trade publications and job board sites are a few resources that can offer assistance to department leaders. Why should someone work in a place in which they are being exploited?

The answer is, they shouldn't. Pay equity is critical for both motivation and for the attraction and retention of employees. Money alone cannot guarantee productivity among staff members. While competitive compensation is important, your staff wants to fee successful and professionally fulfilled. It can be the key to retention and long-term loyalty.

There's no formula for becoming an effective motivator, but maintaining open lines of communication is a good start. Your willingness to answer questions, provide feedback and encourage creative expression can be a start for new ideas. Maintaining a highly motivated staff is key to a company's success. A lack of employee enthusiasm can alter your company's productivity, and ultimately, your bottom line.

There are several factors which affect motivation. A combination of techniques that matches the unique needs and personalities of your employees will bring the most effective results.