When is an employee most motivated within the cycle of employment?
When he joins an organization. Why? Because he wants to prove that by
hiring him, the employer made the proper decision. He is motivated but
because he is new to the environment. But he does not know what to do,
so he is ineffective.
This is the stage when the worker is most open-minded, receptive, and
straightforward to mold to the culture of the organization. Training
and orientation become imperative.
Unprofessional organizations have no, or very poor, orientation
programs. On the first day at the job, the supervisor shows the new
employee his place of work and tells him what to do and leaves. He
teaches all the bad along side the great that he’s doing. The new
employee quickly learns all the mistakes the supervisor is making
because that’s what he has been taught. The organization loses the
opportunity to mold the individual into its culture.
Professional Organizations, on the other hand, take special care to
induct people into their organizations. They explain to them, among
other things, the following:
Expectations of each other
Do’s and Don’ts
Parameters and guidelines
What is acceptable and what is not
How can one expect performance unless expectations are made clear up
front? If induction and orientation are done well, many potential
problems would not suffice at all.
This is the stage when the worker has learned what to try to and
does it with drive and energy. He has learned the trade and it
reflects in his performance. Then he moves on to the next stage.
At the stage, the employer does not have much choice but to fire the
employee, which may be the most appropriate thing to do anyway at this
Remember employers want the same thing as employees do. They want to
succeed and improve business, and if employees help in this objective,
then they make themselves valuable and achieve their success.
Why do people move from the initially motivated stage to demotivated?
Some of the demotivating factors are:
Rewarding the non-performers ( which can be demotivating for the performers)
Failure or fear of failure
Success (which leads to complacence)
Lack of direction
Lack of measurable objectives
Lack of priorities
Responsibility without authority
A satisfied person isn’t necessarily a motivated person. Some people
are satisfied with very little. In this case, satisfaction may lead to
complacence. Motivation comes from excitement and excitement doesn’t
come unless there’s full commitment.
New methods of motivation will not work until the demotivating factors
can spark motivation.
What we want to accomplish is self-motivation, when people do things
for their reasons and not yours. That is a lasting motivation.
Remember the greatest motivator is belief. We have to inculcate in
ourselves the belief that we are responsible for our actions and
behaviour. When people accept responsibility, everything improves
quality, productivity, relationships, and teamwork.
A few steps to motivate others:
Make work interesting
Be a good listener
Encourage goal setting
Provide opportunities for growth
Throw a challenge
Help, but don’t do for others what they ought to do for themselves
People do things for their reasons, not yours. You have to do
self-analysis, what is right, and what is wrong? S.W.O.T analysis is
needed to include in your daily routine. No one is indispensable for
any company and none of the companies are so.