A company’s employees are its greatest assets. Profits go downhill quickly once the staff feels no longer motivated and stops being productive. To stop this or even to prevent it from happening, employers can take various measures. Managers can employ solutions that go beyond the usual team building activities and work at a deeper, essential psychological level.

Offering incentives and rewards

There is no standard model you should adopt here. In fact, when you surprise your employees with incentives they did not expect, you’re getting a more positive response. When the rewards for good work and loyalty are predictable, people begin to take those for granted. The excitement subsides and there just isn’t that much joy anymore in being rewarded. Therefore, it’s a better strategy to opt for less predictability and have no strict schedule in this regard.

It’s not all about the money

You may offer good salaries and incentives, but people also crave for things that are not material. One of the main non-material desires of the workforce is recognition. Each individual wants to be acknowledged for their effort and contribution within a company, regardless of the nature of their work or their employment (permanent, temporary, contractual). This gives them psychological comfort and makes them better at their job. Boost staff recognition by offering flattering titles to your best employees or by publishing periodic charts. The experts at Achievers invented a platform – an online solution that can be used to motivate a team and keep them engaged.

Communicate objectives clearly

It’s shocking to see how many employers don’t properly communicate their business goals. They simply assign tasks but the average employee does not really know the big goal they are working for. They may be aware of all they have to do, but they cannot envision the final form of their success, which, in turn, drags their productivity to lower levels. Employers cannot function well that way, when the ultimate goal is shrouded in mystery. They are supposed to know the bigger (and final) picture – that which you ultimately wish to achieve.

Do step in when conflict arises

Managers tend to step aside and don’t bother with the conflicts escalating between their subordinates. However, leaving those situations unsolved can be the road to disaster. The staff may lose trust in each other and collaboration could stop. A manager is required to bring their conflict resolution skills to the table.

Anonymous complaints

There are companies that let their employees speak up about what’s not working. However, the fear that they might be singled out and then discriminated for their criticism prevents them from giving honest feedback or making a complaint. Since this can be intimidating, set up a feedback system where people can voice their complaints and stay anonymous. You will thus know where the issues lie and no one will feel bad about having spoken.

Raise the value of your team

A team will go stale after some time if there is no growth. Allow them to achieve new skills, don’t just expect them to get those on their own. You may arrange for online courses if that seems most suitable. The Internet offers plenty of learning modules that will improve work skill and productivity across industries.

Start doing more for your team right away; it is always worth the effort. Put these strategies to work and they will be fueled with new enthusiasm for the job.