Training is a term that elicits a variety of reactions from different persons. Some workers cringe internally, and attempt to conceal the resentment from their words. For them, it’s a great relief that school is over, but now that they have to work, it’s too bad they have to endure more of this training.
For a boss who’s not a pro in training but has been assigned this task, it is obviously a frightening and challenging task. Some coaching professionals respond with an apparent “yes, and?”
However there’s room for optimism. You can find ways to make training more efficient for managers and a less gruelling experience for workers. With a little polishing, you can identify problems during training and tackle them, encourage workers, heighten their morale and maximize the training. Crucial to achieving these objectives, is knowing the significance of worker motivation. What are companies doing wrong and how can you increase motivation?
If you think that most people understand the need for motivation, you’d be stunned to know how much it is overlooked. You may think that you’re already doing all you could to motivate people, but often there is something more or something different that you can do to motivate more effectively.
Failure in motivation can become a case of what can cause the wasting away in public education. The learners, in this instance the workers, hate spending their time for training; but they simply stay till they’re dismissed. Hardly any information is learned, unless they are forced to learn, which is really not effective in the long term.
Motivation Problem #1 : Employee Engagement
Insufficient motivation could be a sign of many issues, the largest of which is engagement. Engagement is what makes people interested in something, focus on it and find it entertaining in some way. TV shows, great books, beautiful music and fun games are engaging to us, therefore we return to them often and we receive them with openness.
Our everyday routine at work is rarely engaging for most of us, and so is training. Without engagement, it becomes something you bear until it’s time to go home and start watching a good television show. Engagement is a superb motivator, and there is a new highly recommended engagement model that is introduced for use at work and in training.
Gamification is a superb method to engage workers. By turning something into a game, adding goals and depth to it, as well as rewards and challenges, it immediately becomes interesting to many. Together with the engagement, rewards and goals become motivators in themselves which, if applied properly, can become really great rewards to the motivated workers during training as well as at the office.
Motivation Problem #2 : Employee Morale
Another motivational problem is employee morale. Basically, workers who feel more confident about themselves and feel truly happy with achieving objectives, are workers with higher motivation to achieve success. Dealing with employee morale is tricky. It is time to let go of many of the formalities in the office and create a more pleasant and friendly chain of command. Consequently, workers feel appreciated, instead of being cogs in a forever-judged machine.
Motivation may also fail when workers feel misplaced, without direction or a sense of futility. It is important to set clear objectives that lead to remarkable achievement. Follow up on employees to make sure that nobody is left out or stuck. Doing these things will garner substantial boost in motivation among workers at work or during training.
Preventing Loss of Motivation
The above-mentioned things are the issues which you may need to identify and then to tackle loss of motivation. But what can be done to prevent the loss of motivation? Well, to begin with, we can inspire workers using real incentives, training included. Companies have a natural inclination to exercise some greed. This is not a criticism, it is just natural. It’s quite understandable when this occurs. However, now that you know it, do something positive about it. Inspire your workers to do well in training by giving them salary increases or bonuses or other extra’s which show their efforts are appreciated. This makes the entire training of great value to them, not only to the company.
Moreover, it’s very important to highlight the value of training and its connection to an employee’s daily job. Addressing the ‘What is in it for me?’ issue is a critical trigger in making learners more focused and inspired at work. You may also use self-guided resources to reinforce the connection between transferring knowledge and performing tasks, and to guarantee ongoing learning when the initial training ends.
Keep in mind that the company is its people, and they have to experience it as such. Making your employees feel like livestock in a marketplace is intimidating and demotivating. The digital revolution has been showing us that people can be happier working in a “non-traditional” way, for example at home, freelance and so on. This suggests that workers can do their work even without direct supervision. In fact, supervision may actually be a de-motivator all along.
Having said all this, understand that motivation must target both supervisors and team members, because they may, motivationally speaking, feed off one another. Two-way communication is essential. Managers must regularly update their methods for motivating, knowing that improving worker motivation significantly enhances worker efficiency which, in turn, propels your company to the top.
Can you see how important employee motivation really is?
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