Through our training and development studies, we have learned that motivation is a critical component for on-going employee learning. If there is nothing that provides motivation for employees to learn, then professional development, productivity, and growth will not happen. Motivation can be both positive (reward driven) or negative (error driven), but in either case it provides the prompt for an employee to alter their job-related performance.
HRM Online provides a Human Resources perspective on effective motivation in the context of performance management processes.
Click here to watch a video of Human Resources panelists discussing effective motivation-based performance management strategies.
As noted by the experts in the video, part of culture of continuous learning is a culture of continuous conversation. Employees want to know how they are progressing in their jobs and they look for more than just monetary rewards in order to feel valued in the workplace. As such, it is critical to teach leaders how to have discussions regarding on-going employee development.
The simple motivation of a one-time monetary reward wears off quickly and is often forgotten by the next payday. To counter this, each of the professionals in the video provides a perspective on the value of an ‘always on’ communication focus, and a relationship-based approach for effective employee motivation and performance management. Furthermore, the panelists note that while there is a trend to have only goal focused (‘feedforward’) interactions with employees, people still want to know from their direct manager what was successful in the past and what was not. In order to shape the future in a different way, employees learn from what they have or have not done successfully, and they want to hear this from the person they report to.
Talking to employees may be easy; having effective conversations with them may be much more challenging. However, the result is value that stems from both the motivation and the reward of positive relationships.
- Which one motivates you the most in a working environment — effective working relationships, or annual monetary rewards? Explain your rationale.
- Why are structured performance ratings important in a regulated industry or profession?
- As an HR practitioner, identify four motivational elements from the video clip that you would include in an effective performance management program.