Using these three best practices in leadership and management will ensure highly motivated employees.
- Hire the right person for the job. This is kind of obvious in that who would want to hire the wrong person for the job. Yet it happens often because we often don’t see the whole picture objectively.
- Hire for skill fit. When a person can use their skills and strengths on the job abundantly, they feel they are growing and learning on the job.
- Hire for company fit. People need to feel they fit in.
- Hire for job fit, thinking style, behavioral traits and occupational interests. This can only be properly measured using a psychometric assessment like the PXT Select.
- Provide interesting and challenging work. When people are using their skills and strengths as previously mentioned and they are challenged with interesting work, they experience a sense of personal satisfaction. This is a very powerful self-motivation force.
- Reward or pay for performance. Top performers should be paid more than average performers and when you have a clear reward policy, then everyone should see the pay structure as fair. Also use recognition, feedback and show appreciation so that top performers know they are highly valued. If you fear you might inflate their ego, then it’s up to you to keep it in check if it gets overblown.
If you currently have people in the wrong job you need to correct that before you can implement the other two practices.
Apply these three motivational factors and watch the performance of your organization grow.