Behavioral economics & psychology are clear about this: It is important to understand individuals’ work-needs to promote productivity. Using a one-size-fits all approach is a mistake. Allowing for individual preferences makes it easier to keep everyone happy.
Where do they come from? Learn the differences between age groups and backgrounds in your organization. They don’t all “dance to the same tune”.
Focus on Successes-Not the Details. Reaching goals are more meaningful to your employees than simply working hard all day. The data supports that recognition for success is the most fulfilling reward to offer.
Timely Feedback is Critical. When goals are met; that is the precise time for praise and recognition. Your staff’s work-needs really demand and expect your acknowledgement and appreciation.
Work should be Meaningful. Bigger paychecks aren’t they answer that they once were. Millennials in particular desire to make a difference in the world.
Workplace Engagement Matters. Engaged employees outperform disengaged workers more than 2-times over, studies show. $11 billion a year is lost due to employee turnover & low engagement.
Allow for Personal Preferences. Working remotely/independently can be appealing to some personalities and can actually improve efficiency while reducing the costs of a larger physical office.
Time Outs. Taking breaks may sound like ‘lost time’; but they are really a key work-needs for enhanced performance. Getting up and moving around for a few minutes allows for a mental and physical reset to get back to the task; refreshed and refocused!
Management’s responsibility is to ensure that the work gets done. But spirited efficiency can be too easily overlooked. The noted management guru Peter Drucker placed great emphasis on innovation. Management consists of creating organizational policy; then planning and directing employees’ work-needs in order to achieve the objectives of that policy.
Read more: http://www.businessdictionary.com/definition/management.html