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Four Steps That HR Departments and Systems Can Take To Motivate Employees

by Charlotte Emerson

It can often be difficult within a company to keep employees satisfied and motivated – after all, everyone desires and strives for different things throughout their career. Success is measured in numerous ways according to each individual, therefore implementing the correct HR System and department into your organisation is an excellent method of keeping the morale and motivation flowing. HR systems are designed to target and treat employees as individuals rather than generalising them into a single unit. 

Below, I highlight some of the main points on how HR practices can maximise the diverse desires of an organisations employees.

1. Reward Good Performance

Everyone appreciates being rewarded or recognised for their efforts. Providing appropriate recognition (and relevant rewards) for productive working and performance can aid workers to achieve triumphant outcomes. Workers can often feel demoralized for feeling as if no one cares about their contribution or input.

2. Resources

If an employee feels unable to learn or progress within their career, an organisation may find itself commencing to lose its members. ‘Comprehensive training, educational opportunities, leadership seminars…these are all tools that can help employees feel better prepared to do their jobs and grow their careers at your company.’* HR departments need to implement strategies towards providing members with the correct tools, which can be tracked and tailored to each person using a selected HR system.  

3. Highlighting Individuality

It is important to let your employees know you perceive them as individuals and not as an unspecified mass. HR departments should tailor their systems to recognise each individual, although this may be difficult within larger cooperate companies, employees will feel more satisfied and at home.

HR departments should also gain an understanding of each person’s individual wants, needs and challenges that they are facing within their role.

4. Realistic Goal Setting

Goals given to employees should correctly reflect the role, individuals abilities and skill points. Setting low or unmeaningful goal expectations could cause members to feel undervalued, whilst stretched unrealistic goals could pressure employees and knock their confidence whenever they go unachieved.

HR should set measurable, actionable goals that are easily trackable through the system and allow employees to see their progress throughout their journey at the company. This is an excellent way to improve self- motivation.

Overall, HR departments and systems motivate company employees through creating individual values, goals and recognising the needs of each member. With employees feeling as though they are more valued, rather than being part of a faceless mass, they will work more effectively and progress more quickly.

*The Job Network – Thejobnetwork.com

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