Common factors that influence employee motivation and safety programs
In the context of work and employment, motivation is defined as the driving force that encourages people to perform well consistently. Motivation is an interesting yet complicated course of study because it involves a myriad of factors, including personality, expectations, values, and material conditions. There is no one-size-fits-all formula for it as each employee comes with their own set of motivators. It is important to build a two way system to receive employee feedback. Leadership teams should discuss how to improve a safety program if employees are unhappy with a specific aspect.
Many years back, people believed that money is the only motivator– the higher you pay a person for the work they do for you, the better the outcomes of their performance will be. However, as research on industrial and organizational psychology improved, businesses realized that motivation is far more complicated than that. For instance, individuals who are earning more than enough to cover their basic needs will probably move past the survival aspect of employment and into something more profound like recognition and skills improvement.
Of course, that’s not the half it. There are more elements to consider before establishing a system to improve your team’s motivation. Below, we listed some of the most popular ones.
Need for Achievement, Affiliation, and Power
According to theorist David McClelland, employees are motivated in three areas: achievement, affiliation, and power. Employees who lean more towards achievement are motivated by challenging yet attainable tasks. Those who value affiliation above all else are more engaged and driven when they work in a team while those with a high need for power are most satisfied in positions where they lead and influence others.
Job Characteristics
The proponents of the job characteristics theory Richard Hackman and Greg Oldham suggest that for employees to have high motivation potential, their jobs must be able to utilize a variety of their skills and provide a sensible connection between their effort and its outcomes. More importantly, employees should believe that the products of their hard work are valuable to the company, if not, appreciated by society.
Self-Esteem
It might look like it’s a stretch, but studies have proven self-esteem to be associated with job satisfaction and performance. The rationale behind this according to Abraham Korman is that individuals who have a better outlook of their own worth and abilities perform better and are more motivated than their low self-esteem counterparts. Korman also theorized that employees perform at a level that’s consistent with their self-esteem, so if you want to improve motivation and performance, maybe you should also reinforce positive self-esteem while you’re at it.
Encouraging motivation is the hallmark of leadership
Effective leaders can push their team members to perform to the best of their abilities without being harsh and condescending. To many leaders, this skill comes naturally, but if you’re among those who admit to having more to learn in this department, don’t fret. You can always improve. Quicker than you imagine.
Health and safety wellbeing programs influence employee motivation in five ways:
1. Integrate safety into the culture of your organisation
Safety should be one of your organization’s core values from the moment candidates walk through your doors. Safety reminders and training should be part of every step of the hiring and onboarding process and continued throughout the day.
Display a commitment to safety by providing daily safety information to your employees. Provide WHS training to all employees. In Australia, this training programs are part of laws, as it is compulsory.
2. Safety should be a priority for leadership teams
It is critical for the success of all safety programs that leadership teams are motivated and supportive of the employees participating in them. In addition to setting positive examples, leadership teams should adhere to the same safety policies that employees are expected to follow.
Furthermore, leadership needs to provide consistent feedback on what’s called behavior-based safety. Leaders can promote behavior-based safety by observing employees and providing feedback, encouraging employees to stay safe and making sure they know all safety procedures.
3. Positive reinforcement is an effective strategy
It is important to combine positive reinforcement with safety programs. Taking the time to thank your employees and remind them they’re making a difference.
No matter how minor a safety issue may appear, leaders shouldn’t ignore it. The more learning-supportive the environment, the more likely employees are to participate in safety procedures. As a result, safety concerns should be addressed diligently, but leaders should approach them as learning lessons instead of accusing everyone.
4. Safety should be an integral part of your employees’ lives
Actively participating in safety programs will motivate and motivate your employees. Making sure employees understand their safety responsibilities directly impacts their workplace, their own safety and their coworkers’ safety. There should also be multiple ways for employees to give feedback about the safety program at the company.
5. Reevaluate your safety program based on employee feedback
You should use employee feedback whenever you ask for it to make changes that are reasonable and necessary. Be sure to take action on good ideas or observations in a timely manner and show the participant you appreciate their participation.
In addition, leadership teams should discuss how to improve a safety program if employees are unhappy with a specific aspect. Employees will be more motivated to comply with your safety program when they feel as though your organization listens to their concerns.
You have to motivate and commit your employees for your safety program to work. Having a safe and compliant workforce starts from the beginning by making safety a priority. By using positive reinforcement and listening to employee feedback, you’ll get there.
A WHS Training can help you come up with a step-by-step guide that’ll help your team stay focused and driven in reaching business-related goals in Australia. At the end of the WHS Training your employees will be equipped with the knowledge and skills to identify your team’s core motivators, and adjust your leadership style to complement their motivational needs. Did you know we provide WHS Training across Australia?
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