Techniques that can be used to motivate the employees

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There are several approaches, strategies that can be used to motivate the employees. These techniques should be unique because these will be depend on employees’ desire (Riley, S., 2005). Therefor every organization conducted the rewards system as a common practice for the employee motivation but it was beyond the expectation (Eshun, 2011). According to Other than satisfying the needs of the employees, Small initiatives also can make a huge difference in employee motivation as such below techniques can be used in order to improve employee motivation.

  • ·        Create Opportunities
  • ·        Leads with a passion
  • ·        Treat equally
  • ·        Be transparent
  • ·        Open door policies (Erceg, and Šuljug, 2016).

Not only that but also the job enrollment, job enrichment and job rotation strategies also can be used to improve the employee motivation (Ganta, 2014). Applicants meeting the expected criteria’s of a job opportunity to take over the challenge can be define as the job enrollment (Leete, 2000). Where expanding the KPIs of the employees to develop their skills, knowledge and interest to create a challenging job can be define as the job enrichment (Nzewi, Chiekezie, Ekene, Raphael, and Ebuka, 2017). Systematic approach that drives from the management to provide another suitable Job within the Organization or the group to develop the skill and provide freedom for the employee to go for the challenge can be define as the job rotation (Kaymaz, 2010).

Considering the above mentioned factors to the life insurance company, Sales force administration department alone with the distribution unit and the Bancassurance unit will drive the sales staff to achieve the MDRT and Annual Awards which contains lot of rewards and recognition to motivate the other staff as well.

Video 1 – Union Assurance Advisor Janith Rohana's Profile - English

Source – (UnionAssurance, Youtube)


Provide opportunity not only the sales cadre employees but also for the permanent cadre employees on expressing the ideas to the skip level managers and to the top management to show case their talents and skills in front of everyone company HR team initiated the coffee with CEO and the one day CEO programs. The lines managers of the company was always supporting the employees as a leader to develop the employees skills to the next promotion, not only that but also small talks in between the working hours and lunch with Boss initiatives drive by the HR team once a month on a rotation basis. Lunch with team, small celebrations, and achievements will be celebrated by the company to build the family feeling among the employees, DEI policy, violence against woman, also help to build the equality and open door policy. Transparency in every decision that was made by the top management of the company has been delivered to the all employees of the company via cooperate communications and in town hall meetings.

Figure 1 – CEO of the year 2020

Source - Union Assurance linkedIn page


Human resources department along with the Sales department of the company was selecting the candidates according to the job role and recruit and select the candidates as conducting the interview process and the examination process to provide job enrolment. KPIs of the employees have been monitored closely by the superior and appraisals were conducted twice a year to revise and review accordingly. Not only that the immediate feedback session, 360 degree surveys also conducted prior to rate the employee. Next promotion ladder also been discussed in the process and trainings, education qualifications that expected, KPIs development is also discussed and the employee has been push to the next level to discuss and confirm the process as job enrichment.  After two years of completing the employment, the group is providing the chance to apply the job positions that interested to the employees through HIVE system within the group to provide job rotation as a motivational factor. Company is prioritizing the internal applicants according to the job expectations.


References 

Erceg, A. and Šuljug, A., 2016. How corporations motivate their employees–Hrvatski Telekom example. Pravni vjesnik, 32(2), pp.85-102.

Eshun, F.K.D., 2011. Rewards as a Motivation tool for Employee Performance.

Ganta, V.C., 2014. Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.

Kaymaz, K., 2010. The effects of job rotation practices on motivation: A research on managers in the automotive organizations. Business and economics research journal, 1(3), pp.69-85.

Leete, L., 2000. Wage equity and employee motivation in nonprofit and for-profit organizations. Journal of Economic Behavior & Organization, 43(4), pp.423-446.

Nzewi, H.N., Chiekezie, O.M., Ekene, O., Raphael, A.E. and Ebuka, A.A., 2017. Job enrichment and employee commitment in selected brewing firms in Anambra State. Saudi Journal of Business and Management Studies, 2(1), pp.330-337.

Riley, S., 2005. Herzberg's two-factor theory of motivation applied to the motivational techniques within financial institutions.

Union Assurance, (2021) Union Assurance PLC was recognised globally when CEO Monthly awarded the company’s Chief Executive Officer, Jude Gomes, the title, CEO of the Year 2020.[LinkedIn]Available from :https://www.linkedin.com/posts/union-assurance-plc_unionassurance-ceomonthly-activity-6737285401142272000-taWP [Accessed 30 November 2021].

Union Assurance, (2018) Union Assurance Advisor Janith Rohana's Profile - English [onlineAdvertisement] Available from: https://www.youtube.com/watch?v=Apc2xSWRFkQ  [Accessed 30 November 2021].


Comments

  1. Dineth Perera8 December 2021 at 05:57

    Hi deshani, agree with you, adding to your point, recognition and job satisfaction needs to be inculcated among the banking sector employees along with opportunities for promotions and sense of achievements in order to meet targets on time with a quality product (islam, 2012).

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    1. Deshani Rodrigo26 December 2021 at 05:51

      Hi Dineth, Thanks for your feedback. yes. Recognition, job satisfaction, job enrolment, job enrichment, job rotation as explained were also increases the level of motivation to improve the knowledge of the employees as well as it creates opportunity for the employees as well (Nzewi, Chiekezie, Ekene, Raphael, and Ebuka, 2017).

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  2. D.P Dileep Eranda10 December 2021 at 09:15

    Well explained Deshani. Further, when an organization has an open door policy, workers are free to approach or meet with the senior leadership of the company (Kaymaz, 2010). Organizations are wise to train managers and executive staff about how the policy ought to work. Else, it can seem workers are encouraged to go around their managers and tattle on other employees. An open door policy can encourage employees to believe only senior leaders can make decisions and solve issues (Riley, 2005)


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    1. Deshani Rodrigo26 December 2021 at 05:57

      Hi Dileep. agree with your comment, further open door policies will enhance the confidence level of the employees to maintain a good relationship the supervisors. However feedback sessions, open communications, transparency will help to minimize the ground level grievances as well (Zubair and Siddiqui, 2021).

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  3. Indika Udayangana16 December 2021 at 10:20

    Hi Deshani, well explained and I like to add something. It is the process of increasing the scope of a job by adding more tasks to it. The related tasks are combined. Job enlargement involves expanding the number of tasks or duties assigned to a given job. Job enlargement therefore, naturally is opposite to work simplification. Adding more tasks/ duties to a job does not mean that new skill and abilities are needed to perform it. There is only a horizontal expansion.
    Job enlargement reduces monotony and boredom. It helps to increase interest in work and efficiency. But there is no time increase of the job. Enlarged jobs require longer training period as there are more task to be learned. (Kalpana.K , 2018)

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    1. Deshani Rodrigo26 December 2021 at 06:09

      Hi Indika, Thank you for your comment. Further job enrichment is falling under the vertical expansion of the theory which consists of autonomy, responsibility, and decision-making authority (Kamery, 2004), Not only that but also employee recognition programs, empowerment will also consider as motivational techniques as well (Dobre, 2013).

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  4. Ganith Kandanarachchi16 December 2021 at 23:28

    Hi Deshani, Further adding .Employee motivation has a large internal component. Some people are simply driven more than others to succeed, advance and contribute. However, many employees use external factors such as pay, position and involvement as gauges for how motivated they should feel (Almas S. 2017).

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    1. Deshani Rodrigo26 December 2021 at 06:15

      Hi Ganith, Thanks for your feedback. Further would like to add the different approaches that can be conduct due to the pandemic situation as such Schedule team-building activities, time to time appreciation, support to overcome the barriers, conduct flexible working hours also can be consider as well (PTOE, 2017).

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  5. Upeksha Pathirana18 December 2021 at 22:44

    Well said Deshani. Regular increments in salary every year and grant of allowance act as good motivators, In some organizations pay hikes and allowances are directly linked with the performance of the employee (Samiksha S,2019).

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    1. Deshani Rodrigo26 December 2021 at 06:19

      Hi Upeksha, yes agree with your comment. However as mentioned the increments and the incentives will impact on the performance but have to be mindful when implementing to the system. Through an evaluation and performance analysis process of the employees will support the management to implement the strategy in to the organizational concept (Mackenzie, 2005).

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  6. Thiloka24 December 2021 at 11:01

    Well explained Deshani, Employees feel appreciation and a sense of belonging to the organization when acknowledged by their supervisors (Shiraz, Rashid, & Riaz, 2011). When employees gain performance-based rewards, they are eager to perform better based on their increased high job satisfaction and motivation.
    Job enrichment refers to the vertical expansion of an employee’s work. Enriching a job is a way to increase the depth of work by giving the employee greater autonomy, responsibility, and decision-making powers.

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    1. Deshani Rodrigo26 December 2021 at 06:26

      Hi Thiloka, thanks for your feedback. Yes as you mentioned. this has to be evaluate through performance appraisal and feedback accordingly by not favorizing the employees of the company to implement good performance evaluation will also impact on the other employees to motivate to achieve the recognition as well (Mikolajczyk and Schmid, 2005).

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  7. Surangi Perera25 December 2021 at 19:29

    Well said Deshani, The management should demonstrate creativity. Duplicated, typical schemes do not suffice. Changing possibilities require a continuous advancement of human resources management tools, The companies that do not fulfil the above requirements fall into stagnation. Modern, up-to-date managers should maintain suitable qualities, the relevant skills to motivate their associates (Borowski,2019)

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    1. Deshani Rodrigo26 December 2021 at 06:32

      Hi Surangi, Thanks for your feedback. Yes indeed. As the development of the concepts the strategies also have to be improved in order to conduct employee motivation as well. Due to the pandemic this has been virtually conducted in order to improve the employee motion to achieve the ultimate goal of the company (Korzynski, 2013).

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