How to improve the employees motivation

Hello Friends

1)Build a foundation. It’s important to build a solid foundation for your employees so they feel invested in the company. Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel part of the team. When any new employee starts, make sure he or she receives a thorough welcome orientation.
2)Create a positive environment. Promote an office atmosphere that makes all employees feel worthwhile and important. Don’t play favorites with your staff. Keep office doors open and let folks know they can always approach you with questions or concerns. A happy office is a productive office.
3)Put people on the right path. Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and future goals. If employees become excited about what’s down the road, they will become more engaged in their present work.

Have a nice day

talked to your staff, and recognize their work specially if they did a good job.

Treat them with respect at all times and dangle a huge financial carrot in front of their noses.

Hello Friends,
Employee motivation is not always the easiest of tasks, but it does pay off for you, your customers and the employee. Recognition is ranked the number one motivating factor when it comes to employee motivation in the workplace. If you want to maintain motivated employees, and encourage others to do better, recognizing them publicly may save yourself the time and money of having to find and re-train new staff.
Thanks.

Every company has a personality -- a culture. If new hires fit into that culture, they'll adapt to what's required and learn to do the job. If they don't fit into that culture, they'll never learn and will be a continual problem to you and your employees. Under expanding employee-rights law, you have like 90 days to make that determination. If they're not fitting in -- or even if you have reservations about their fitting in -- let them go! Once they've passed that initial trial period, you have an obligation -- moral if not legal -- to help that person become the best employee that he or she can be.
If you do let them go, make it clear that the problem is in the fit. They may well be a great employee for another company. Give them the chance to find out! Every person can eventually find a "fit". When they do, both they and the company will be happy. You'll not be doing either them or your company any favors by letting mis-fits stay.

These employee motivation strategies involve improving levels of trust between the leadership of your company and staff.

1 : Find the right job for the right person
When people enjoy and are challenged by their work they become self-motivated.

2 : Empower employees
Trust employees to make their own decisions and make their own mistakes.

3 : Co-operation vs. Competition
Excessive competition destroys morale. When teams work towards a shared goal they become more motivated.

4 : Performance vs. "Presenteeism"
Do long hours necessarily equal quality work? Look at whether your organisation encourages a presentee culture rather than valuing performance and results.

5 : Involve employees in company development
Keep employees informed on new developments in the organisation and how their work impacts the company.

1. Build a foundation. It’s important to build a solid foundation for your employees so they feel invested in the company. Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel part of the team. When any new employee starts, make sure he or she receives a thorough welcome orientation.
2. Create a positive environment. Promote an office atmosphere that makes all employees feel worthwhile and important. Don’t play favorites with your staff. Keep office doors open and let folks know they can always approach you with questions or concerns. A happy office is a productive office.
3. Put people on the right path. Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and future goals. If employees become excited about what’s down the road, they will become more engaged in their present work.
4. Educate the masses. Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company. Employees will feel you are investing in them, and this will translate into an improved job performance.
5. Don’t forget the fun. Once in a while you have put work aside and do something nice for the people who work for you. Treat the office to a pizza lunch or take everyone to the movies. Reward employees with an unexpected day off or by closing the office early on a random Friday afternoon.
6. Acknowledge contributions. You can make a huge difference in employee morale simply by taking the time to recognize each employee’s contributions and accomplishments, large or small. Be generous with praise.
7. Provide incentives. Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase. Give out “Employee of the Month” awards. Such tokens of appreciation will go far in motivating employees.
8. Honor your promises. Getting people to give their all requires following through on promises. If you tell an employee that he or she will be considered for a bonus if numbers improve or productivity increases, you’d better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust -- not only that person’s trust, but the trust of every employee that hears the story.
9. Provide career coaching. Help employees reach the next level professionally by providing on-site coaching. Bring in professionals to provide one-on-one counseling, which can help people learn how to overcome personal or professional obstacles on their career paths.

Hello,
# Educate the masses. Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend ***** education classes paid for by the company. Employees will feel you are investing in them, and this will translate into an improved job performance.
# Don’t forget the fun. Once in a while you have put work aside and do something nice for the people who work for you. Treat the office to a pizza lunch or take everyone to the movies. Reward employees with an unexpected day off or by closing the office early on a random Friday afternoon.
# Acknowledge contributions. You can make a huge difference in employee morale simply by taking the time to recognize each employee’s contributions and accomplishments, large or small. Be generous with praise.
# Provide incentives. Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase. Give out “Employee of the Month” awards. Such tokens of appreciation will go far in motivating employees.
# Honor your promises. Getting people to give their all requires following through on promises. If you tell an employee that he or she will be considered for a bonus if numbers improve or productivity increases, you’d better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust -- not only that person’s trust, but the trust of every employee that hears the story.

motivation is a very important part for a businessman or manager .

Incentive pay can be used to influence employee behavior. However, it is certain that any benefits gained in the short-term will be more than lost in the long-term. It is people's nature to look at what you are doing for them today. What you did for them in the past is quickly forgotten. That may not be the way it should be -- but that's the way it really is. You can use incentives to trigger a short-term burst of output. But be assured that the next time such a burst is required, the reward will no longer be looked at as an "incentive" -- but as an "expected". Worse, if such a burst becomes not required in the normal course of events, your employees will -- wholly unconsciously -- see that such a burst does become required.