Consequences of Employee Motivation

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CONSEQUENCES OF EMPLOYEE MOTIVATION Job Satisfaction An employee rightly motivated by a supervisor should perform better in his specific job role, provided the supervisor understands the role and provides clear coaching. Your small business mission statement should point an employee to a definition of success. For example, if you motivate your employee by clearly stating that success in his position means detailing every car in the lot every other day, and you reward him when he does it, he understands what is expected. Performance Motivated employees perform better. If you offer commission to a salesperson, she typically tries harder to sell more. If you thank an employee for good customer service, she will likely strive to duplicate it since she feels appreciated. Likewise, if you motivate by threatening to reduce the hours of an underperforming employee, she may also try harder to prevent the negative consequence of the motivation. This "carrot and stick" approach to motivation is common in many realms. Turnover If your attempts at motivation are flawed, poorly executed or unrealistic, they may lead to increased turnover. This may come in the form of dismissals or attrition. Employees may see others being rewarded for good performance and feel slighted. Employees that do not understand the rationale for motivation or what is expected of them sometimes do not communicate this angst, they merely stop trying or resign. Staff turnover is expensive and time-consuming, especially for a small business. Dishonesty If you motivate wrongly, you may teach staff to be dishonest. Commission sales, not by definition but in special cases, can lead to integrity failure. If you do not tie customer satisfaction in with sales statistics when you motivate your employee, you by default are endorsing sales at any cost. This may lead to bait-and-switch techniques, employee
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