Using Motivation to Manage Employees
Manage Your Tutors Using Motivation
Using motivation to manage employees is a great technique to use in your tutoring company. So, let’s explore some tips you can start using right away!
Using Motivation to Manage Employees
Why do people need motivation?
So what is motivation? Simply put, motivation is the will to act. Therefore, what we call “motives” are the reasons people will act in certain ways. Thus, providing motives is essential. Furthermore, in today’s increasingly competitive business world, a highly motivated workforce becomes even more important.
That is to say, any organization seeking to achieve good results needs understanding. In other words, it is only through the efforts of your workforce that your company’s objectives can be achieved. Consequently, a manager needs to be aware of these motivational forces.
For example, in a recent article on video e-learning, one of the primary factors of successful learning is motivation.
What does a manager need to know?
Research in human behavior is suggesting that people are motivated by differing needs. Applying both to work and personal life. Therefore, recognizing and satisfying these needs helps a manager get the best from people. Knowing something about each of your subordinates is a must. For example:
- Money is a big motivating force. It may ultimately result in a better performance.
- Job satisfaction is another. People become motivated when they feel that their skills and efforts are being recognized and appreciated.
Above all, understanding that people are at their best when they are given aligned jobs. For some it’s field jobs, others, desk jobs. So, both categories of employees work best in their preferred work situation.
What are motivators?
Keeping the above in mind, “Motivators” are what a manager should be providing. Thus maintaining a satisfied workforce. So, how much a person enjoys their achievement depends on recognition. The ability to achieve, in turn, depends on having an enjoyable job and responsibility.
Increasing responsibility leads to a feeling of satisfaction and advancement. Consequently, building motivators around obtaining growth and self-actualization from tasks. Allowing a manager to raise motivation in staff by increasing their responsibility, thereby enriching their jobs.
How can a manager motivate?
Creating a positive environment is key. Furthermore, employees have the right to expect fair treatment and understanding. They also expect professional competence. Delegating tasks in order to increase staff members’ self-management and participation helps achieve this. Establishing a system that is constructive – not obstructive – in which people can perform at their best.
Creating and maintaining a two-way communication system within a company is a first step. Therefore, everyone is informed about matters which affect them. Ideally providing information so everybody knows about everything that concerns them directly or indirectly. That is to say, full and accurate detail, as soon as possible.
Ensuring a sense of job security is really important. That is to say threatening dismissal or any other punitive action produces results in the short term, but never long term. In fact, they are not recommended in modern management at all. This is because they are likely to result in a dissatisfied workforce.
Your direct-reports are wanting to be looked upon as human beings and not as mere tools of performance. Expecting a fair and unbiased approach from their manager who is demonstrating good leadership qualities.
Demonstrating a positive attitude is good management. Understanding that free or easy-to-supply incentives are a simple way to motivate and generate cooperation. For example, thanking people for a job well done, and following up with a written acknowledgment.
Above all being friendly and polite at all times. That is to say, bad manners de-motivate. Also, dealing sympathetically with personal requests, such as time off for special purposes. Such actions will ensure your workforce feels loyal to you and are ready to work well and willingly.
About the author: Manmohan Joshi is a Consultant & Training Facilitator for employment-related training. He is also an author of books on management. Publishing “Human Resource Management” and 3 further eBooks on bookboon.com.
From the application process through to joining your team, use the features and benefits of Oases to streamline this process. Furthermore, employee training and professional development is trackable in Oases. Allowing tutors to work on scheduled sessions as well as day to day tasks.
Request a demonstration below and we will show you how Oases handles private pay, funded contracts, after school and last minute changes!