Even when we’re working with people from a similar background, inspiring anyone to change or put more effort into their work can be challenging. But managing employees with different backgrounds and values are significantly more difficult.
Motivation in various cultural contexts requires additional expertise and consideration. The issue must be carefully assessed by managers to create a plan that respects each person’s values and needs.
Understanding the reasons behind a person’s undesirable or poor conduct is the first step toward effective behavior change. It is simpler to change a person’s behavior when they are aware of the reasons behind it.
We may have a better understanding of employees’ motivations if we get to know them. When they are late for work or don’t complete a task on time, we can eventually ask them why. If we do it with respect, we will be able to obtain important information that will help motivate the needed outcome.
In a multicultural company where many cultures will work together in the same workplace, it is advantageous to clarify the expectations of those who were not raised in this culture.
Whatever the problem, if employees aren’t aware of the expectations, it’s impossible for them to be motivated to attain their goals.
It’s crucial to keep in mind that strategies that are successful in one culture might not be as successful in another. If the method of providing ideas and feedback is not having the desired, motivating impact, we should learn about the cultures involved and modify the method.
Motivating employees from different backgrounds can be difficult, but once we succeed, we can reap the rewards of diversity in the workplace.
Autonomy, competence, social connection, responsibility, and self-esteem are intrinsic elements that drive employee motivation. Extrinsic factors (remuneration, relationship with supervisor and colleagues, recognition) also have an impact. Managers’ major responsibility is to improve motivation, so they must be aware of how employees perceive the elements that influence motivation. Knowing what determines an employee’s motivation can help with the implementation of specific targets for ongoing improvement.
The level of motivation and willpower varies for everyone. When it comes to pursuing our objectives, we could occasionally feel fired up and motivated, but other times we might feel aimless or unsure of what we want or how to get it. However, even if we are feeling low on motivation, we should keep moving forward.
When lacking motivation, it is important to concentrate on issues that are important and attempt to break them into smaller tasks and steps. Furthermore, to constantly repeat that achieving goals takes time. If something is discouraging or preventing from reaching goals, looking for ad-hoc solutions will be the most effective solution.
By praising and rewarding excellent work, leaders and managers can begin raising the level of motivation among all their employees. The employees need to understand that their supervisors value their effort. Self-esteem, excitement, and team spirit all rise when deserved individuals receive appreciation. It’s not required that the reward be monetary; it could even be a benefit, like giving them a day off. If we want to motivate employees to go above and beyond, make their efforts worthwhile with a reward or kind deed. Assigning a metric to evaluate employee motivation is challenging, particularly in a multicultural company. Knowing how employees truly feel is the only accurate method to assess this. Building and maintaining motivation at work is essential in unexpected times. Employers are responsible for putting strategies and initiatives in place that effectively engage and motivate employees throughout the year.
