Motivation isn’t something that an employer can demand from and employee. It has to come from within. If you’re struggling to maintain employee morale, or you want to tap into a wellspring of motivation within your workers, here’s how to do it using IT training.
Balance Job Enrichment and Job Enlargement
As your business grows, you’ll have to expand your employees’ duties. This is known as “job enlargement.” And, a lot of companies do this over time, but they don’t increase the employee’s pay along with it.
The result is that the employee ends up doing more and getting paid the same. As far as accounting is concerned, the employee isn’t harmed because wages stayed the same. However, the pay isn’t actually commensurate with the amount of responsibility being handed over to the employee.
And, while some employees thrive under pressure, others crack. It’s important to assess each employee based on their performance, and how that changes over time when increased workloads are given to them.
If employees can handle the added workload and their performance doesn’t suffer, then they may be due for a raise.
Talk About Career Development
When it’s time to talk about career development, get creative with it. How? pair executives with employees that don’t normally interact with each other. That way, they get exposure to upper management, while upper management gets to see how “the other half lives.”
More than that, this is an opportunity to test the waters and see whether management positions interest the employee. Career development opens the door to higher pay, more responsibilities, and an increased awareness about what happens at the company from a “top down” view.
It also helps create transparency for the employee, as they may not fully understand management motivations for various decisions, or the conditions under which they are required to operate.
Offer CE Classes
Another great way to ignite motivation in your employees is to help pay for continuing education. Most employees don’t want a hand out. They do want help though, and they want their employer to be their partner in their career dev.
A simple way for you to help is to pay for PMP certification training at Simplilearn, or some other course that makes sense for their job title and career trajectory.
Certificate training, education, and exams cost money – a lot of money. Yet, IT professionals need them to stay competitive. Security+, Mobility+, and Networking+ are all basic certs that IT professionals need. Beyond that, however, are more advanced certs from vendors like HP, Microsoft, IBM, and Oracle.
For the most dedicated employees, Oracle offers some of the most challenging certifications in the industry, oriented are advanced architecture concepts. Employees that pass these exams can become powerful assets and will help strengthen your infrastructure. But, it also gives the employee a sense of accomplishment and increases their loyalty to you.
When assessing employees for CE, choose courses that you think are appropriate. They should be challenging, but not so challenging that they are impossible for the employee to complete.
Use Cross-Functional Training
A cross-functional training program enables employees to learn new skills from other departments. So, for example, if an employee works in HR, they might benefit from cross training in production or accounting. An IT professional may benefit from working in HR or sales.
You’ll spend less money on outside recruitment to fill vacancies, and you can better manage any staff shortages as they arise. Because people can fill several roles, when needed, there’s never a catastrophic failure in staffing.
Cross training can also motivate employees to achieve more within your company. They see it as possible rather than feeling stuck in a “dead-end” job.
Give Employees More Responsibility
Finally, giving employees more responsibility is a great way to make them feel like you trust them and that they are appreciated by you. They will gain an enhanced sense of purpose. Overall, you should see employee morale improve. It’s a natural consequence of handing over the reigns.
Of course, handing over responsibility has to be done intelligently If employees can’t handle it, or they’re unable to actually fulfill their own core responsibilities, this could backfire.
However, for the most ambitious employees, or those that just need a little nudge to get going, expanding their responsibilities, and possibly their pay, is an excellent way to increase employee relations.
You could start with adding one supplemental task or basic responsibility and then measure performance over several weeks. If the employee can handle more, without becoming burned out, then increase responsibilities until you find their threshold.
Chandana is a Senior Content Writer for Simplilearn.com. She has a M.A. in English Literature from Gauhati University and is PRINCE2 Foundation certified. Her unique and refreshing writing style continues to educate and inspire readers from around the world.