Question

6 slides (6 pagaes ) of PowerPoint about the benefits of motivating employees?  

Answer 1

Motivation is essentially about commitment to doing something. In the context of a business, motivation can be said to be about

"The will to work"
There are a number of benefits to having highly motivated employees in your ranks but for business owners, all roads eventually lead to the bottom line.

High levels of employee motivation are intrinsically linked to high levels of employee engagement, which is something that organizations are paying much more attention to these days, and with good reason.

According to Gallup’s most recent survey on this topic, “State of the American Workplace,” 70% of employees lack engagement on some level a dissatisfaction trend that’s estimated to cost the U.S. a whopping $450 billion to $550 billion in lost productivity per year.

There are a number of experts tackling the employee engagement and motivation topic such as Kimberly Schaufenbuel, program director at UNC Executive Development, a program associated with UNC Kenan-Flagler Business School’s online MBA for executives. In a UNC Executive Development white paper, Schaufenbuel explains how the science of motivation in the brain can be applied to improve employee motivation in the workplace.

Here, we’ll provide an overview of her findings, as well as what other experts say about having and creating highly engaged and motivated employees.

A well-motivated workforce can provide several advantages:

Better productivity (amount produced per employee). This can lead to lower unit costs of production and so enable a firm to sell its product at a lower price
Lower levels of absenteeism as the employees are content with their working lives
Lower levels of staff turnover (the number of employees leaving the business). This can lead to lower training and recruitment costs
Improved industrial relations with trade unions
Contented workers give the firm a good reputation as an employer so making it easier to recruit the best workers
Motivated employees are likely to improve product quality or the customer service associated with a product.

Employees do their best work when they are motivated and passionate, so employee motivation should always be a priority. Some ways to motivate your employees might include: • clear progression paths • verbal recognition and reward • increase in salary • increase in benefits • training and career development opportunities • reminding people of their impact • reminding people of the importance and values ​​of the company and brand.

Employee motivation is directly a function of "Employee Engagement" which is critical topic for CEOs and Executives today because it is the measurable and well research version of what we otherwise typically think of as employee motivation. Employees who are engaged are defined by Galluptas those who are committed to their jobs and likely to be making positive contributions to their organizations. "Motivation is defined as" having an interest in or enthusiasm for doing something. "Thus, employee motivation falls under the umbrella of employee engagement. Both employee motivation and engagement are critical for performance because those who are not engaged (and thus, not motivated) are" unlikely to contribute discretionary efforts to further company goals, "according to Gallup. This is a major concern for members, as 63% of the workplace is disengaged. You can read some additional stats on employee engagement here.

Simply put, employee motivation and engagement are what make employees want to perform their best. Without being motivated, employees fail to see how their contributions matter to company priorities. They feel underappreciated and disengaged, because there's no opportunity to link their passions to their work. Disengagement can be contagious, so having employees who are not motivated or engaged can worsen your performance prospects. While 87% of U. S. employees and 65% of managers in the U. S. are disengaged (source) 2, those percentages are apt to grow if motivation and engagement isn't addressed, because of the fact that disengaged employees can spread their lack of enthusiasm, even to those employees who are engaged.