Are British Employees Motivated to Be Successful?

One in five British office employees admit they are lacking the motivation to be the best at their job. A third believe they need to change their work practices to boost the business’ success potential. So what is holding them back?

Research by management software company, Mindjet, also shows that half of employees (54%) are passionate about their employer being successful. Despite this encouraging statistic, why are so many office employees short of impetus to drive their company forward?

Many FTSE 100 companies have set ambitious goals to achieve growth and operational efficiency in 2013, despite economic challenges over the last two years. This could create an atmosphere of the employer wanting more for less, which will impact motivation and enthusiasm.

Moreover, employees have identified inefficient resources, poor communication and lack of senior direction as obstacles to achieve the best at their job. Thus, they feel less compelled to try harder to reach their potential. So it’s no surprise over a quarter of them are not fully enjoying their job or feel stressed!

In my experience as an Executive Coach, I have seen firsthand the difference motivated staff can make to a business’s output and development. This is most crucial during challenging economic periods when your company is striving to outdo its competition.

So there are several things you need to consider to kick-start motivation in your company:

  • Value your employees – hold regular team meetings for feedback on what they think is going well and what needs improvement for them to work better. This gives you the foundation of key areas you need to develop to optimise enthusiasm.
  • Communication – assess the efficiency of communication in your organisation. Can you, at senior management level, monitor issues or challenges experienced by your employees? Are there clear channels of communication between various tiers within the company? Maybe emails are being overlooked, and you could make do with direct contact, such as over the telephone or meetings.
  • Reward success – you should not only be picking up on mistakes or areas needing improvement, but demonstrate to your employees that you are noticing their efforts. If they achieve something, highlight it, which will encourage them to achieve higher.

So don’t focus on just cost-cutting and efficiency. Invest in your biggest asset: your employees.

Kind regards

Laura Ashley-Timms - Director of Coaching