Although the primary objective of work is earning money, money alone is generally not enough to motivate employees to perform at their best. Frederick Herzberg observed that financial incentives satisfy employees’ base desires. These lower-level requirements are easily met and do not provide the employee with long-lasting satisfaction. Therefore, in order to improve employee morale, Herzberg pointed out that managers must strive to satisfy employees’ higher-level needs such as approval and recognition (Dessler, 2008).
There are many ways to demonstrate the approval and recognition employees need to get the most out of their work experience. Susan Heathfield (n.d.) recommends showing employees the common respect all individuals expect and deserve. Additionally, setting employee expectations clearly ensures that employees do not feel blindsided if their efforts do not measure up. Just as important as communicating expectations is communicating results. Employees want feedback quickly regarding their performance, even if they are under-performing (Heathfield, n.d.). Taking the time to communicate clearly and frequently will have long term benefits for employee morale.
Dessler, G. (2008). Human Resource Management. (11th ed.). Upper Saddle River, NJ: Pearson.
Heathfield, S. M. (n.d.). You can make their day: Ten tips for the leader about employee motivation. Retrieved February 9, 2009.