One approach to creating a positive motivational climate in the workplace would be to focus on job enrichment. Job enrichment allows workers to have more control over how they complete their tasks. Giving employees a say in their own processes and autonomy in their tasks will create an environment of ownership. Getting someone to ‘own’ their actions and contributions will build a culture of commitment. In the book Organizational Behavior: Bridging Science and Practice, job enrichment reduces turnover, increased productivity, and reduces absences. All of these things contribute to healthy, happy workplaces.
To be specific, one way to enrich an employee would be to allow them to survey the effectiveness of a specific process they do currently and allow them to change it to be more efficient and more effective. For example, allowing them to review and evaluate how they currently file digital documents, then give them the authority to change it if there is a more efficient or more effective way.
One way to integrate job enrichment into your management style would be to conduct frequent ‘touching-base’ meetings with your employees. By having meetings often, you can frequently encourage your employees to evaluate how they are currently doing things and empower them to problem solve regularly. Touching base frequently also builds rapport and trust, giving people the confidence to ‘own’ their career and know their work is valued.
Want to implement the job enrichment idea mentioned above? Here are some quick tips to be successful at giving your employees the task of reviewing and evaluating their own processes:
- Give them the authority to choose which processes need evaluated.
- Recognize the progress at each private ‘touch-base’ meeting.
- Make sure positive reinforcement, encouragement, and guidance are communicated.
- If more than one employee wants to work on the same task or process, get them connected. They can introduce their initiatives to each other and form a collaboration team.
- Ensure your employees have flexible time limits for their task. Allow them to set their own schedule and create their own levels of priority.
Bauer, Talya & Erdogan, Berrin. Organizational Behavior: Bridging Science and Practice, v. 3.0. August 2018