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How to motivate your employees and volunteers when they’re feeling burned out

Workers who are happy are productive. But when it comes to a large team of workers, striving hard and helping the organisation thrive - how would you do it? Almost all employers think that increasing employee's salary is enough, but is there anything besides?  You are lucky that motivating workers doesn’t take too much hard work or even useful resources. As a matter of fact, this may just require a schedule of a couple of minutes from your daily routine to say “hello.”

Being a leader, achieving your organisation's aims and increasing the rate of productivity are your main goal, which means your staff need to work as efficiently as they can. Instilling motivation isn’t easy, but it’s a necessity if you aspire to satisfaction and growth within your staff.

Things you'll need

  • communication skills
  • your own motivation

Start the communication

Being just a face that is being displayed on a newsletter or even a title and piece of recognition on an email is not enough. What will motivate your employees to reach your goals and milestones? The relevance of communication between an employer to an employee is usually overlooked or even ignored. You must communicate with your staff often, and speak to them personally.

Your staff must be aware that they are valuable, and conversing in person with each one is one of the best ways to show your gratitude for the hard work that they have done.


Start being an example

If you don’t lead by example, you cannot expect employees to work as hard or have the discipline that you ask of them when it comes to work. Being in a good mood is always viral – especially in a workplace.

You will be the one to set the mood, a decent work behavior and list of all the values of the organisation. From a larger organisation’s perspective, it’s more important to convey this idea to all the leaders who work individually with others. Setting the proper example could affect the mindset of your team.


Empower them

Ask employees to provide their own feedback in how they perform their tasks. You may ask for their personal views and opinions and ask for suggestions on how their team can boost their performance in the workplace.

The majority of employees have their own ideas on how they should step up their game and improve their efficiency, but they might not tell this to you unless they are personally asked. Make use of periodic employee reviews so you can talk about these improvements. However, you cannot just ask directly.

If a leader truly wants to achieve that empowerment and firing motivation within their workers, you must consider their comments and suggestions and implement them where appropriate. You must also bestow on them the power to use their initiative when making a decision. For example, they can offer to provide a service for a user or beneficiary to a certain degree without needing your go signal.

Empowerment promotes loyalty, and will motivate employees to not always seek a career change but instead, stay and grow even more.


Entice with advancement opportunities

People tend to feel stifled when whatever they’re doing with their job becomes repetitive or stagnant. Workers are more pumped up to work when they are aware that they’re working to achieve a goal. If they started to have the mentality that an opportunity to get promoted is not a possibility, they do not think they have to work that hard.

No person would want a job, which is not open for growth, and that would probably just waste their time and effort on something that will not progress. Have the passion to motivate the workers further by offering training that gives them the tools they can use in order to progress to the next level.

Equipping younger workers to move forward to better opportunities is invaluable to your organisation too, because it allows you to build an organisation with a reputation as an amazing place to work at.


Use incentives as boosters

Work incentives will always boost employee motivation. They do not need to be pricey or anything with high value. As a leader, you could give incentives like more paid rest days, gift certificates, movie tickets, or other inexpensive avenues to express some appreciation to your beloved staff.

In any case, cash incentives are always good rewards too. Incentives could be recognition rituals as well, every meeting begins with each section leader acknowledging someone, who has achieved far more than what is expected for the organisation. The positive feedback loop is what keeps teams going, and it keeps the management responsible for recognising their staff.


Socialise even more to promote commitment

Most people are trying to improve the boundaries between two lives, their personal one and their life as a professional.

Being friendly within the workplace builds powerful connections and a strong dose of teamwork, and makes working feel less like a machine and more like a unique team effort.

You can encourage this by holding team building events and parties to further improve the solidarity of the team.


Set up open-door policies

You must also initiate an open-door policy that allows employees to give their suggestions. If employees start to think and feel that what they say matters, they feel more confident about their current place in the overall scheme of things and they have more to lose than just their salary.


Always be transparent

Create a culture of transparency in the workplace.

Transparency creates trust; when your staff understand the fact that you aren’t hiding anything when it comes to your business and you are an open minded person when it comes to suggestions and ideas. They’re likely to respect you as their leader.


Page last edited Jul 25, 2017 History

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