It just takes a while to change the whole scenario only if we could get to the core where the problem actually lies, people commit to themselves to attain a particular target and when it all fails – uncertainty creeps in boosting lower self-confidence. The low self-confidence gives inferiority complex that in turn leads to degradation in the work quality, disability to take the right and logical decisions and low motivation. Here are some of the things or methods that you can apply in your organization to re-build the morale of your employees or even top management people:

• Start with holding company meetings where you separate the company employees that have been successful in their work. Single them out so the other employees know that successful people are surround them. This helps to build their own confidence and move towards achieving their goals of life.
• Always be willing to accept the management’s mistake and talk to upper management and employees to get together and fix the problem. Most of the times we see that people are willing to join smaller companies to show the impact of their joining these small companies. When the contribution of an individual really matters to the employees, leaders should acknowledge their efforts and reward them in terms of monetary benefits or other similar benefits.
• Talk to each of your employees working in the company whether what they feel needs to be changed, ask them steps to get the company back on track.
• Let your employees know about new sales policy or compliments given by the client, this helps them to become more confident and proud of their accomplishments even without someone telling other company officials about their achievements.
• Know the strengths and weaknesses of your employees and get them on to success tracks. Before giving any task to any employees it is important to know whether if they would really be able to achieve those tasks.
• Give compliments to your employees in front of their clients, give them confidence to achieve even more by making them feel better about the work they are doing.
• Promote the talent that is already there in the company, let the company clients know that company promotes the employees that are excellent in their work.
• Let your company people know when the management has implementation a suggestion sent in by one of its employees, this helps them to build confidence and also help value the company.
• Encourage the company people to take risks and reward the people who innovate different ideas and strategies for the betterment of the organization.

Rebuilding the morale of the company would surely take some time to show the actual improvements but it will surely be a successful step in bringing back their confidence levels.

• Make your work environment a more pleasurable experience to work in, offer free snacks and coffee with a good relaxing and entertaining area with Television and games on the computer. Your working facility should not bore your employees of anything. Provide a clean and neat environment to your employees by providing them with good hygiene facilities.
• Explain your employees the importance of the work they are doing, help them realize the value of the work they are doing. Always thank your employees for the good work they are doing. Tell them the ways they can improve on their work, help them understand the processes more clearly. Develop a desire in them to learn new things and how to face the challenges at work.
• Appreciate your employees in front of everyone for the good work done. A pat on back is always welcome from employees who are hard working. Take opportunity to always spell out good work in front of other employees or during meetings or announcements.
• It’s obvious, that employees are working to earn a living and pay their bills. There are just a few of them who are working for emotional benefit at work. Reward your hard working employees with monetary gains and benefits. Make monetary benefits, rewards and perks as a part of the monthly routine. You will see in no time, your employees are more than motivated to work harder.
• Take notice of the difficulties your workers are facing at work. It is very important that your employees communicate their frustrations or work assignments with colleagues in the office. Try to make time to meet all the employees individually at least once in a month and help them speak out their emotional quotients. Let your employees express honest answers and be responsive in helping them.

Its highly important that your employees feel happy about the work they are doing and are highly encouraged to achieve the objectives at work. The motivation in the workplace helps employees give their best productivity power.

When you have some opportunity, you survive and most of the times we see supervisors making undue advantages by giving casual threats, you cannot just motivate your employees by frightening them, isn’t it? But to some extent, it feels beneficial as they feel threat coming close to them, it pushes them hard to turn to survival side of the game i.e., the motivation curve. Threats are basically used by managers to move people away from high motivation by opportunities, there are many such examples which I came across, but in the end its no use, using threats as a motivating factors, in fact its one of the biggest de-motivating factors. So here is one question for all the managers, do they see any benefits while using threats as a motivation to their employees? Most of them would deny to the above questions, of course, no one wants to be pinned at threatening his employees but many employees do have complaints regarding their managers holding threats on them on a regular basis in the work place.

After analyzing the situation and workplace of employees in one organization, the majority of answers I got is, yes, managers use threats so as to withhold the opportunities and make them do what they want them to do. Employees have no reason to speak wrong, if you give threats that mean you really do. If you think as a manager from particular point of view that drives your behavior in making them do something in your manner but what you perceive might be irrelevant and these are the employees who better know their work than you do. My advise to managers is, to get in to their employees shoes and perceive how they would feel, then you would better understand what impression they have about you, may be unknowingly, you threaten them without you having such an intention.

As the famous trainer for behavioral sciences, Ken Blanchard says that “motivation is a 6 inch job, everything comes down to the space between the ears. So its all what people hear and think about it that matters, everything else is a surplus. Now, let us discuss some points in brief as to what words, actions or comments do people think as threats:

1. The monthly or annual meetings, where managers tell their employees about their performances and what raise they will get and the bigger threat is whether they will or will not get the raise at all.
2. During the allocation of rewards and incentives, the managers have full control over the allocation of prizes, believe me, majority of them will pay attention to the people who didn’t get the awards and so they feel that they are being withheld because they didn’t suck up to or go kissing asses of their bosses.
3. The bonus programs are much bigger a threat where employee is given choices if he wants to attend it or not, and if he says no, he is told he wont get the bonus or he wouldn’t be promoted later.
4. The supervisors who always have less time in their hands to show their project reports often tell their employees, if the task is not done within specified period of time, his job is gone. This is a threat-based motivation.
5. When an employee is new or whether he is not able to understand the process and the manager really gets wild on his threatening him that this all will go in to his file, an employee feels dismissed and gets de-motivated to work.

These are the most common of threats we find supervisors or managers giving to their employees, but its no good. A manager might feel high when threatening an employee but it will actually turn out to be a bigger threat for themselves as employees start loosing interest in their work, get scared of using their creativity in their work or some may start looking for a new job.

Motivation is the real factor that drives an organization, its people plus motivation backing them that they give their 100% and achieve results. Big companies spend billions of dollars each year in arranging for workshops just to motivate them; the highly motivated employee will do his best no matter the peer pressure. Its well said and true, a person gets easily motivated to do a thing which is simple and easy going but lacks the same motivation to do a tedious task, now what can be done in such a scenario. They need to be aware of their surroundings, the current circumstances and why is there an urgent need to do that particular task if that sounds lengthy or tedious. Motivation is the hot topic of discussion always amongst the HR personnel of any company, because that is one of their main objectives. There are lots of factors in which the employees may get de-motivated and those reasons severely arise from the work pressure or the bias done or lack of support and awareness or lack of knowledge to do a particular task. Its difficult to know and find out the exact reason behind such type of behavior, the only that can be done is to motivate them in the best possible manner as it could be.

There are lots of people who criticize your actions about motivating people but that shouldn’t deter you from doing the right thing that will be beneficial to all other around you. I am going to share with you some tips that will help you motivate people easily without ever letting them know about your plans:

1. Don’t alienate yourself, be in the center of the topic of discussion and keep getting back to the point by stressing on it over and over again.
2. Don’t become too irritating to people by showing them extra pity inducing traits, be in a relaxed normal mood. Help people who really need some power.
3. Avoid the use of negative language, support your employees or people in doing the task they have taken up.
4. Make your work interesting by bringing in new stuff that people will enjoy. May whatever work you may be in to, its always important to make it more enjoyable, its work with play always that will let people glued to the task they are already doing.
5. Get yourself associated with reputed people and set examples to follow, it may be either you, yourself or the person you are with. Stay in the mood of decency and motivate people indirectly. You become the person what you think yourself to be, most of the time.

These are the stuff I really wanted to share with you and the saga of motivation is endless especially for the organizations to work upon their employees’ weaknesses.