Consistent business performance can often boil down to employee motivation. A motivated workforce will perform to a higher standard for longer. Granting the freedom for employees to explore and improve themselves will enhance the business as a whole by encouraging employee growth. Controlling and limiting their behaviour will only encourage stagnancy and ultimately lead to an under performing organisation.
The carrot and stick approach may have worked well for routine, unchallenging, and highly controlled 20th century tasks with little scope for lateral thinking but the 21st century workforce has evolved. Today jobs are far more complex, self-driven, and have much more scope for ambition and creative thinking. Encouraging people to flourish within their role is something that should be promoted not limited. Too much control can stifle ambition and culminate in hindered business’ performance.
Daniel Pink, the author of Drive: The Surprising Truth About What Motivates Us, claims that motivation boils down to three elements: “Autonomy, the desire to direct our own lives; mastery, the desire to continually improve at something that matters to us; and purpose, the desire to do things in service of something larger than ourselves.” Harnessing these three aspects will set a business on the right course to success.
Take Google as an example. Their offices are notorious for a light-hearted and fun approach to work. Sleeping pods, games rooms, indoor slides between offices, and an array of areas to relax in all contribute to a happy workforce. More to the point, Google attract the best minds in the world because of this. Their attitude towards their employees has become a major selling point for job seekers and employees alike. Google empower their employees by providing an appealing environment for creativity and growth. The workplace has become unrecognisable to its historic 20th century namesake.
Today the more mundane and laborious processes are often automated, freeing up more stimulating aspects of a business to be developed by a human being. Human processes are vital to an organisation as automated process fail to create and innovate. It is therefore critical to allow people to be their curious and creative selves in order to achieve excellence.
Operational optimisation software provides the basis for this to happen. A central process-mapping hub encourages workforce engagement and therefore higher performance consistency. Moreover, if employees are allowed to use their initiative, the workforce will engage, strive to improve, and master their own roles within the organisation.
We have moved away from the mindlessness of the 20th century. Operational optimisation systems can now provide a platform to innovate change management.
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It turns out that people are motivated by interesting work, challenge, and increasing responsibility — intrinsic factors. People have a deep-seated need for growth and achievement.