Equity it is one of the primary factors correlated with job satisfaction and employee motivation.
Equity in the workplace refers to the fair and just distribution of opportunities, resources, rewards, and responsibilities among all employees, regardless of their background, characteristics, or identities.
When we make incorrect assumptions about others, we can hire or promote the wrong person, distribute responsibilities in a way that is inequitable or inefficient, or make unfair decisions that lead to employee frustrations and lower motivation, among other things. Also, if we allow team members to judge each other or act based on false beliefs, their relationships will suffer and the work environment will not be safe and supportive. Of course, this will affect their motivation and work results.
What can you do when an employee doesn’t do things as you expect them to do?
This type of situation can generate frustration and if it’s repeated, can affect your business results. In this blog post you’ll find some proactive steps you can take to improve employee output and performance.
What are the communication patterns in your company? Do you have some specific ways in which you communicate with your team members and how they communicate with you? Which are these?
Communication patterns play an important role in the relationships that are created between the leader and the employee and between employees, and, thus, they play an important role in their engagement.
Probably you thought about this topic, teamwork versus individual work, many times when you had to decide how to organize your employees work. Have you experienced both types of work? Which one do you prefer?
The choices that you make in this regard impact how fast a task or an activity is done, the quality of the work that is performed, the relations between employees, their engagement and their motivation.
Why are the company norms important?
The norms that a company have impact its capacity to reach its goals and to operate efficiently.
Company norms are shared expectations of its members about their behavior. Through norms, the members of a company know what is expected from them and how their behaviors are evaluated in the company.
As a leader of your team, you’ll be in situations to resolve conflicts between your team members.
Conflicts are inevitable and are not always bad. They can be the source of changes, can lead to innovative solutions and can prevent group thinking. These bring to the surface differences of opinions, differences in how people think, differences in values, competitions, or conflictual interests etc.
Do you want to increase your employees’ performances and you wonder how employee motivation affects performance?
Well, let’s dive deeper into this subject. If you understand how these two work aspects are correlated and when are correlated, you’ll be able to take better decisions to increase your employees’ performances.
Let’s face it: we are all driven by our own interests and goals first. This doesn’t mean that we are selfish or careless of others. By contrary, it’s our responsibility to take care of our own interests and goals. Do you agree?
This means that your employees are driven by their own interests and goals first. How many times have these interests interfered with your business interests?
How often have you been in situations in which you had to tell an employee to redo the work he or she has done?
If you have employees whose quality of work is not at the level you expect, this blog post can help you.
