8 ways to improve job motivation

The adaptation of the worker to his job. From the moment of hiring, we have to see if that person, besides being prepared for the position for which we hired him, also likes and will feel comfortable with him. A worker who is not qualified for the position he is going to occupy will be discouraged, either by boredom if his abilities are greater, or by stress if they are inferior.

Integration and reception of new employees. It is very important that all employees feel part of the company, of the team, but even more important that the newcomers feel that way. The integration of the staff in the team is essential so that the communication flows and the good atmosphere spreads from one to another, generating optimism and desire to work, knowing that all are part of a team, that there is no one in the dock.

Mark goals and objectives. Both the company and the individual worker must have goals and objectives to achieve in each period of time within the company. Just as companies set a billing goal every year, and they try to comply, each worker must have personal and team goals that encourage them to excel and collaborate even more for the common good.

Good salary or economic assessment. It may seem like a cliché, and although today money is no longer the main thing, it is still the most direct way of valuing a worker. It is necessary to avoid creating comparative grievances among workers of the same position, and to value them for what they contribute. Perhaps a part in variable will also make employees more involved, given that the more they contribute, the more they benefit, and with that the most benefited in the end is the company.

Incentives and awards. If good is to set objectives and goals, it is better to reward them. Although it might sound like a child's game, we are thrilled to have benefits or rewards for a job well done. It is called recognition and can be from an extra pay, free days, a gift, a prize in the form of a trip, etc. There are many ways to motivate, and each worker has different needs.

Improvement of working conditions. It is not motivating not to have the right tools to work. For example, an accountant has to use paper, pencil and calculator to keep accounting in place of appropriate software, or that a draftsman has to make the plans by hand with Indian ink, and compete with advanced programs that the competition uses.

Training and professional development. All workers usually aim to promote and improve their position in the company, both by professionalism and by the salary increase. Seeing that they have training, that helps them do things better, more efficiently, and with more quality, motivates them. And in doing so, they understand that they can also ascend if they reach a level of knowledge and proper practice.

Performance evaluation. Here we enter a more complex terrain. In most cases, the worker himself is not aware of whether he works really well. You can have the feeling that you are productive, but that reality is different.