- Everyone wants to be appreciated!
- People are our most important asset.
- SMILE at your people often!
- Treat your people like family.
1. Setting Clear Goals
Inner work life is improved when employees know what direction they need to move towards and why the work they do is important.
2. Allowing autonomy
Once the broad goals are set employees need to have some influence over how they meet those goals in order to be intrinsically motivated and to truly own the progress that is made towards meeting those goals.
3. Providing Resources
Providing resources has two major impacts on inner work life. It both allows the employee to have a stronger belief that the work will be a success and it also indicates that management values the work they are doing.
4. Giving enough time – but not too much
Low to moderate time pressure is optimal to inner work life. Too much and employees become stressed, unhappy and unmotivated, too little and people feel unchallenged and bored.
5. Help with the work
Employees become dejected when they need help and can’t get it, frustrated when help could be given but is withheld by someone important such as managers at any level and infuriated when it seems that someone is actively getting in the way of their work. On the other hand getting the right sort of help, from the right people, at the right time, can give a great boost to inner work life.
6. Learning from problems and successes
Problems should be faced head on, studied and solved or learned from. Ignoring problems or punishing people for having problems both have a detrimental impact to inner work life. Studying and celebrating successes also improves inner work life. When success is ignored or its value is questioned inner work life is negatively effected.
7. Allowing ideas to flow
Managers should make sure that employees just how their work is contributing. And, most importantly, managers should avoid actions that take away from the value of the work.
A persons belief in the importance of their work is lost in four ways:
In order for the progress principle to come into play the work been done must be meaningful. Simply making progress getting things done doesn’t guarantee good inner work life if the things getting done are not important or meaningful to the person doing them.
This desire for meaningful work creates the foundation for the progress principle. It is progress in meaningful work that triggers the sense of accomplishment and other positive perceptions, emotions and motivations that make up excellent inner work life.
What is Meaningful Work?
To be meaningful what matters is whether the person doing the work perceives their work to be contributing value to something or someone who matters (even their team, themselves or their family etc.)
It can simply be making a useful and high quality product for the customer or providing a genuine service for their community,
Belonging is primal, fundamental to our sense of happiness and well-being.
A sense of social belonging can affect motivation and continued persistence, even on impossible tasks. That is, if you don’t feel like you belong, you are both less motivated and less likely to hang in there in the face of obstacles.
From this it is clear how creating a sense of belonging in your employees can lead to huge improvements in performance that would not have otherwise been possible.
Research conducted by psychologists Geoff MacDonald at the University of Toronto and Mark R. Leary at Duke University found that when we have a sense of belonging, when we feel accepted, welcomed and included, we are more likely to experience positive emotions such as happiness, calm and satisfaction. And, as workers. we are likely to:
According to Greg Stewart, Professor of Management and Organizations at the University of Iowa, A sense of belonging and attachment to a group of co-workers is a better motivator for some employees than money.
Instilling a sense of belonging in your employees is essential to both create the best work environment for your employees that you can and also to enable them to excel.
All the great inspiring leaders and organizations in the world all think, act and communicate in the exact same way, and its the complete opposite to everyone else.
Every single organization on the planet knows what they do. Some know how they do it but very few organizations know why they do it.
Making a profit is not a why, its a result. By Why we mean whats your purpose? Whats your cause? Whats your believe? Why does your organization exist? Why do you get out of bed in the morning? And why should anyone care?
Why: Everything we do, we believe in challenging the status quo. We believe in thinking differently.
How: The way we challenge the status quo is by making our products beautifully designed, simple to use, and user friendly
What: We just happen to make great computers.
Want to buy one?
Start with Why: How Great Leaders Inspire Everyone to Take Action is available for purchase from Amazon.com at the preceding link.