What is motivation to improve? And why is it necessary to possess it?

What is motivation to improve? And why is it necessary to possess it?

Learning and applying improvement motivation is an important, but not widely known, part of being a good boss. Meanwhile, this method helps to properly inspire the team to great achievements and encourages employees to develop professionally every day.

What is the peculiarity of motivation to improve?

This concept is based on the idea that we want to solve problems in order to demonstrate our knowledge and skills. For example, if we successfully complete a complex project or a difficult task and then also receive praise from family or colleagues, we believe in our competence as a specialist.

Success and recognition make us realize that we can control the quality of our work, and the feeling of our own professionalism motivates us to new victories.

Why is this motivation ideal for work?

Praise for tasks accomplished inspires you to work at the same level to get even more approval. And the satisfaction of getting your work noticed is a nice bonus.

Employees who perform tasks accurately, learn new skills successfully, and receive regular flattering reviews subconsciously create their own reward system for themselves and continue to improve. All this has a positive effect on their self-esteem.

Gradually, each employee sets a high bar for himself or herself with regard to standards of performance. He no longer needs praise from outside and additional motivation. Thanks to the awareness of their professionalism such employees “generate” inspiration from within.

In addition, people who consider themselves competent tend to try harder and are more likely to choose more difficult tasks. They also have a healthy self-esteem and are very aware of their own value.

How to apply improvement motivation?

1. Give tasks according to the interests of your subordinates

Employees will show a much greater willingness to improve in an area that really interests them. When an employee is not thinking about personal goals or incentives, the work comes with maximum engagement. And this greatly increases the likelihood that the employee will become a cool professional.

2. Don’t give too difficult tasks

Encourage employees to take on tasks that are slightly more difficult than their current level. These should be tasks that employees fall just a little short of.

Don’t forget about constructive criticism and parsing mistakes. This approach will create the right balance: employees will grow by completing new tasks and understand that mistakes are a normal part of progress.

3. Help to choose the right tasks

Successful completion of tasks increases the feeling of own competence. But if a person constantly fails at tasks and finds no support and help, the effect will be just the opposite. That’s why it’s important to inspire employees with challenging but achievable goals.

If the task is too easy, the subordinate may get bored and even feel embarrassed that he is the one who gets such an elementary task. The right project, on the contrary, motivates new achievements.

4. Don’t forget the feedback

HR managers or department heads can help their colleagues gain new knowledge and learn new skills. To do this, give feedback and explain that only employees can control their own learning.

Remind employees how much they’ve done and how much their results have improved from their first attempt. Focus on the learning process and how effective it is.

5. Encourage self-development

This is where improvement goals come in handy. These are aspirations that we can never fully achieve. We need them so that we get better every day and always have something to strive for.

For example, even if you take a lot of courses and become a highly skilled marketer, your training won’t end because the field of marketing itself continues to evolve.

A focus on learning new skills and constant learning will ensure that you don’t give up in the face of challenges and obstacles.

6. Praise employees

Approval of self-development by management also helps an employee feel good about themselves. So don’t forget to publicly reward good work and effort. This will let your subordinates know that professional development in your company or department is encouraged, and it will motivate them to grow further.


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