Involvement in the decision-making process

[subornaakter20]

Confession
Recognition is one of the most important non-material forms of reward in any company, as it allows employees to receive confirmation of the effectiveness of their work, its importance and value for the enterprise. This form of non-financial encouragement satisfies the need for respect, which A. Maslow considers as the desire to achieve success, the desire for independence, stable social status, as well as the formation of a positive reputation.

The simplest way to use such a form of non-material encouragement as recognition is praise. For example, a department manager can single out a sales specialist for responsible performance of tasks and the desire to develop their knowledge and skills. If such approval is expressed in the presence of other employees, its motivational effect is enhanced. However, it is necessary to maintain a balance in recognizing the achievements of different employees in order to avoid bahamas mobile phone numbers database negative consequences for interpersonal relationships in the team.

The list of forms of recognition includes a trusting attitude from the manager and colleagues, expansion of the scope of responsibility, the opportunity to participate in work on interesting projects. This list can also include financial incentives for achieved results, for example, in the form of a bonus.

Involving employees in decision-making helps them develop a sense of their own importance and awareness of their personal contribution to the company's success. This not only motivates, but also increases the overall efficiency of the organization and its ability to adapt to changes in the external environment.

The ability to express your ideas about work processes is important for an employee, especially if his opinion is taken into account. For example, you should listen to the thoughts of a sales manager when forming an assortment, organizing his workplace and making other decisions that can improve the company's performance.

By not providing the staff with the opportunity to express their opinions within the framework of their competence, and also by creating the feeling that the employees' suggestions are not taken into account or there are no conditions for their implementation, the manager greatly demotivates the team. The situation when many company specialists cannot participate in decision-making negatively affects the microclimate in the organization. Moreover, this increases the risk of valuable employees leaving, who are the key asset of any enterprise.

7 Reasons Why Employees Lose Motivation
When motivation to work is lost, a specialist should look for the reasons not in the manager, but in himself. It is necessary to understand what needs to be adjusted so that the employer and employee can change the situation.

Unprofessional management

In a situation where a manager does not have the skills to delegate and distribute functions, the employee develops the opinion that little depends on him. For example, if an employee is entrusted with routine simple tasks, and more global and creative functions are performed by the manager, then the former loses the sense of his own importance and motivation falls. A similar situation occurs with excessive workload. In a state of constant stress, the employee is deprived of the opportunity to improve his work and get satisfaction from its results.