Revitalize Your Workplace: A 90-Day Plan to Boost Employee Motivation!
Experience the app's features and benefits for enhanced employee engagement.
Get started with CentricMinds now!Ever noticed how some employees lose their enthusiasm, face obstacles, and stop giving their best at work? It's like watching Pac-Man lose momentum, getting stuck in tricky corners, and losing those precious lives. But don't worry, we've got your back. Just like Pac-Man munching on those power pellets, this blog introduces a 90-day plan to boost employee motivation and create an amazing workplace.
Before we jump into the plan, let's explore why employees become unmotivated, the crucial role of managers in inspiring their teams and the top reasons employees might consider leaving their jobs in 2023.
Join us as we embark on a journey to unlock your team's potential and build a happier, more engaged workforce, Let's get started and level up your team's motivation!
Have you ever wondered why some people are not motivated even when they seem to have the perfect job? You'd think decent pay, flexible work, a great team would do the trick, but there's more under the surface, as Reddit posts reveal.
Take a glance at subreddit corners like r/wfh, r/careers, or r/careerguidance, and you'll uncover conversations about the uphill battle of staying motivated at work.
Consider this person's experience:
'This is one of the top places to work. I’m making over $100k a year, have great benefits, got a huge sign-on bonus, and I work 100% remotely. I like my team, and people who work here are happy. However, I still wake up not wanting to work and have trouble keeping up with my work due to a lack of motivation'.
So, what's triggering this motivation dip, even in dream roles? A study by the School of Hotel and Restaurant Management at Northern Arizona University, with MBA candidate Elisabeth Gutt brings us into the the world of "quiet quitting." It's when employees go stealth and dial down their efforts without making waves. Surprisingly, 63% of those surveyed thought about doing it, and half of them actually did it.
Quiet quitting is sticking strictly to your job description. That seems fair, right? But the thing is, many jobs expect people to go above and beyond the basics, to demonstrate their value.
In simpler words, quiet quitting signals that something's amiss in the work arena.
So, why do employees lose their zest and take a step back? The main reasons are:
Drowning in Overwhelm and Burnout: When workloads and stress mount, employees might dial down their efforts to cope.
Yearning for Life Beyond Work: If work starts to bleed into personal life, employees priorities can shift, leading to diminished motivation for the job.
Longing for Validation: Without recognition for hard work, motivation tends to ebb, leading to a gradual pullback.
Disenchanted with the Job: If tasks or the work surroundings don't resonate, or if the impact of a person’s work is not clear, motivation can fade.
Perceiving Unjust Compensation: Money matters and if pay doesn't match effort, people's enthusiasm declines.
Tackling Personal Hurdles: Personal issues or life's hiccups can mess with people's focus and motivation.
Summing it up, these factors add up to chip away at employee motivation. It's not just about the cool company, paycheck, camaraderie, or flexible hours. It's about taming stress, feeling valued, finding a purpose in your role—or at least grasping its significance—and navigating life's challenges.
To keep motivation strong and combat quiet quitting, prioritize clear communication, anonymous feedback collection, meaningful recognition, emotional well-being checks, and transparent performance expectations. These steps not only defend against demotivation but also foster a healthier company culture.
Managers are critical to employee motivation. They have the greatest influence on employee engagement, according to Gallup's State of the American Manager Report. 70% of an employee's motivation is influenced by their manager.
The real challenge lies in hiring managers based on their past achievements rather than their people management skills. However, there's hope to engage unmotivated employees - good managers can make a difference by uncovering the reasons behind their lack of interest and offering ways for people within their teams to give feedback and solve the problems together.
In 2023, employees are likely to leave their jobs due to various factors, as identified in a great post by New Possible. These reasons include an unhealthy company culture, poor leadership, dissatisfaction with pay, a lack of staff, and ineffective technology resources. These issues contribute to a poor work-life balance and play a significant role in employees' decisions to seek other opportunities.
These issues result in a poor work-life balance and contribute to employees deciding to leave. When faced with such challenges, employees are less likely to have a positive employee experience at work. In simpler terms, a negative work culture and poor leadership are the main reasons why employees decide to leave.
Employees who took part in New Possible’s survey used specific words to describe a toxic workplace culture.
Here are the 26 words they used, along with their corresponding meanings:
These words reflect the experiences of employees and shed light on the different aspects of an unhealthy workplace culture. Addressing these issues is crucial for creating a more positive, inclusive, and supportive work environment.
Employees leave because of reasons that matter more to them than their employers realize or understand. Many employers just don't quite get why their employees decide to move on. But there's a McKinsey report that's got some eye-opening insights on this.
Turns out, it's not just about the usual stuff like pay and benefits. Nope, it's the other things that don’t seem obvious, which actually make a big difference to employees. These are the factors that range from the most important to somewhat important.
1. Feeling Valued by the Organization: It's not just about getting a paycheck; employees want to know that the whole company recognizes their efforts. When they feel valued by the organization, it boosts their sense of belonging and loyalty.
2. Feeling Valued by Their Manager: You know that warm fuzzy feeling you get when your boss appreciates your hard work? That's what employees crave too. Simple recognition and appreciation go a long way to lift their morale at work.
3. No Sense of Belonging at Work: Employees who identified as non-White or multiracial were more likely to leave because they didn't feel like they belonged, which is a disturbing reminder of inequality. To solve this problem, it's important to create a work environment that welcomes and supports everyone.
4. Room to Grow: Nobody wants to feel stuck in a dead-end job. Employees crave opportunities to learn and grow, both personally and professionally.
5. Supportive Coworkers: A caring and trusting team environment is like a breath of fresh air. When colleagues have each other's backs, it boosts morale and job satisfaction.
6. Flexible work schedule: Providing some level of flexibility, even if not everyone can work from home, can greatly impact employee retention and job satisfaction. For instance, a trucking company reduced driver turnover by offering customers the option for overnight delivery, addressing driver dissatisfaction with inconvenient working hours.
It’s no surprise that the damage bill of demotivated employees is hurting business. An article in Forbes calculated the cost based on Gallup’s numbers. An unmotivated employee costs a company around $3,400 for every $10,000 of wages, or a whopping 34 percent.
Other costs are harder to measure. Demotivation is like an infectious disease it contaminates teams causing unnecessary friction. It sends the wrong signal at work to individuals and groups that poor behavior is acceptable.
The respect and trust of management will suffer if they fail to address the problem with the employee and hold them accountable. Furthermore, an apathetic customer-facing employee hurts your bottom line and brand because they negatively influence the emotional purchasing decisions of your customers.
There are many ways to motivate staff, but these two examples from John Deere and Dropbox stand out. One of the great examples of how a company can inspire employees is that they think in terms of ‘moments’ across an employee's journey and how they can be enhanced.
John Deere in Asia was having a tough time keeping employees and motivating them. The staff could not assign meaning with the work. So they designed the 'First Day Experience'. It’s well worth watching the Stanford Business School professor discuss this.
On the first day at work, you are greeted in the lobby with a flat-screen that displays 'Welcome Mary’. A six-foot-tall banner announcing a new hire surprises you as you are being led to your desk. Everyone stops by to say hi and chat.
When you start up your computer and login to start the onboarding process: "Welcome to the most important work you’ll ever do". You receive a welcome video message from the CEO. On your desk, you are given a model of the first plough created in 1837 with a card about what this plough represented to farmers.
The experience continues as you join a group for an off-site lunch, fostering connections with your new colleagues. Your senior manager plans a one-on-one lunch for the following week. These meticulously crafted moments are known as "Peak Moments" in your employee journey. This approach was so successful that it has been implemented across other global offices.
By identifying key milestones and designing peak moments, such as celebrating customer resolutions, sales achievements, or generated leads, companies can create more meaningful experiences for their employees.
Dropbox, on the other hand, uses regular goal reviews to help motivate employees. The engineering team work on 6-week sprints and completes complex projects. Dropbox’s board reviews reports on the teams’ overall objectives every month, which offers the chance to assess what is working and what issues are coming up.
The biggest surprise is that the expectation is that the team will only accomplish 70% of their goals. The rest are "stretch goals” that are designed to inspire. Stretch goals don’t work for everyone. It’s worth remembering that some people thrive and others prefer a more consistent sustainable approach.
What sets Dropbox apart is their approach to goal setting. They expect their teams to achieve only 70% of their goals, while the remaining 30% consists of "stretch goals" designed to inspire and push boundaries. It's important to note that stretch goals may not work for everyone, as individuals have different preferences and approaches to motivation. Some thrive on ambitious targets, while others prefer a consistent and sustainable approach.
In a world where tech is everywhere, it's no shocker that it plays a big role in how engaged we are at work. And that's where the CentricMinds Employee App shines—it makes communication easier, teamwork smoother, and motivation higher. It addresses the key
The CentricMinds Employee App enables teams to stay connected regardless of their physical location. With real-time communication features, team members can exchange ideas, ask questions, and share updates instantly, including news. It breaks down barriers of distance and time zones, ensuring that everyone stays informed and connected.
A standout feature of the CentricMinds Employee App is its ability to facilitate continuous feedback. Traditional performance reviews often lack frequency and scope. However, with the app, feedback becomes an ongoing process, that happens in real time. Managers can provide timely feedback and recognition, empowering employees to continuously improve and excel in their roles.
Additionally, the Employee App streamlines the sharing of initiatives and tasks within the team. Managers can assign tasks, set deadlines, and track progress, ensuring that everyone is aware of their responsibilities and priorities. This transparency and clarity promote accountability and efficiency, helping team members stay focused and motivated.
It can be difficult to know how frontline employees are doing and how they are feeling when they are working in different locations. The CentricMinds Employee App, which includes features like Emotional Pulse, addresses this issue. Individual employees can use this tool to report their emotional well-being anonymously on a regular basis and, if necessary, seek assistance from within the app. Managers and leaders can use the reports to identify at-risk teams and quic
Clear communication of goals and objectives is vital for employee motivation and performance. The CentricMinds App lets managers set and communicate goals, track progress, and provide feedback. By keeping team members informed about their performance expectations and providing regular updates on their progress, the app fosters a sense of purpose and direction.
Recognizing and appreciating employee contributions is key to boosting motivation and engagement. The CentricMinds Employee App includes features that enable team members to give and receive positive feedback. Whether it's a simple "thumbs up" or a more detailed appreciation message, the app provides a channel for expressing gratitude and acknowledging the efforts of colleagues. This fosters a positive work culture and reinforces the value of each team member's contributions.
Polls and Surveys are a valuable feature in the CentricMinds Mobile App, especially for remote work and frontline work environments. Organizations can gather real-time feedback and opinions from employees on various topics. Whether gathering input on new initiatives or soliciting suggestions for process improvements, polls provide a democratic and inclusive way for employees to contribute their perspectives. As a result, people are more engaged because they believe they have a say in shaping company initiatives..
In all types of work setups, the CentricMinds Employee App serves as a virtual window into the lives and interests of colleagues across the organization. Features such as employee profiles and shared interests enable team members to learn more about their coworkers, their roles, and their hobbies. This fosters a sense of connection, even when physically distant, and helps build a stronger sense of community within the organization.
Additionally, the CentricMinds Team App makes it simple for employees to share their work, projects, and achievements with others. This promotes cross-departmental collaboration and enables individuals to learn from one another's expertise and experiences. It opens up a world of possibilities and creates a more inclusive and interconnected work environment.
Everyone likes to know if there are chances to learn and grow in their careers. With the CentricMinds App, you can make this easy. You can create chat channels for job openings within the company, share new job opportunities, or even provide educational content.
With the CentricMinds app, you can have real-time chats with your team, enabling easy shift swapping with colleagues and direct communication with your supervisor. This feature streamlines your work-life balance. Additionally, the app seamlessly integrates with your HRIS shift software, providing a straightforward way to access and view shift schedules.
Getting CentricMinds App up and running is simple.
It easily fits into your team's usual tools and processes, without any hassle.
Its user-friendly design ensures a smooth experience, allowing your team to quickly embrace and benefit from its features
Now that you're familiar with the CentricMinds Employee App, let's check out our 90-day plan to boost your team's motivation.
By using the app and following this plan, you can tackle disengagement and lift your team's spirits.
Begin your journey today by requesting a demo of the CentricMinds Employee App.
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Throughout the 90-day plan, encourage open communication and interaction through the CentricMinds Employee App. Ensure that managers and leaders actively use the app to engage with their teams and promote a positive work culture. Monitor app engagement and feedback regularly to make data-driven decisions and continuously improve employee motivation and engagement.
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