Maintaining a motivated and productive workforce

In this fast-paced and ever-changing market, both the end users and wider industry, continue to demand more from our supply chain and procurement functions. Organisations continue to gain competitive advantage from decreasing delivery times and reduced costs.  We want more for less, often from further away, which increases the pressure on already stretched functions.     

Hard deadlines and increased pressure at work can often mean longer hours and added stress which, if left unchecked and unrecognised, cannot only lead to employee disengagement and decreased productivity, but also mean you might lose some of your top talent. 
In order to safeguard your business from the loss of your high performing employees, it is crucial to understand and recognise the signs that an individual may be disengaged, then know how to manage their workplace wellbeing to boost morale and improve retention. In our recent report, ‘From stagnant to unstoppable: How to Motivate the Modern Workforce,’ we highlight the seven signs and symptoms of a disengaged team and the remedies to transform your demotivated employees into happy growing teams. 
To protect the sustainability of your business, ensure you are cultivating a culture of support and trust. It is essential to understand how to keep your team motivated, engaged and productive in their roles. Here are a few tips to help keep your team motivated through a positive and welcoming culture. 

Teamwork 

Working as part of a group inspires innovation, sparks debate, and ultimately produces more creative results. Not only is this great for your business in terms of output and quality of work but when the mix is right, it is also great for morale and engagement. 
Encourage your employees to build strong working relationships and work collaboratively. Culture is a key factor in workplace happiness and when people feel comfortable bringing their whole selves to work and sharing their ideas, we see more positive and productive workforces. 

Communication and feedback 

We all like to get feedback on the work we have been doing. If an employee has done something great, then let them know – celebrate their successes. Similarly, if there is room for improvement, be sure to provide constructive feedback and work together to develop a plan to boost their abilities in that particular area or task. 
Open and honest communication between employer and employee is vital. This should be a two-way channel where you can provide feedback and they can come to you when they need assistance or would like to suggest some new ideas. Communication from the top down ensures employees are engaged with the business plan and feel connected with the company, while one-to-one communication between managers and reports, strengthens team functionality. 

Training and development

Training your employees is an investment. By investing in your people it sends the message that you value them and their contributions to the business. Not only will you end up with a more knowledgeable and capable team but you are also ensuring your team is up to date with the latest in the ever-evolving business and working environment we operate within. 
Consider changing up your current employee training plan to establish tailored personal development plans designed to help each individual grow their careers where support is needed and in the direction they envision. When we are actively working towards improving our skills we are given a renewed sense of purpose at work. It can be seen as a vote of confidence in their future with the company.

Career progression

It is encouraging for anyone to be able to picture their progression within a company. Make sure you provide your employees with a clearly defined career ladder. Having a set goal to work towards is key and is essential in motivating your team.
Employees who are continually growing, learning and moving forward in their careers, particularly those who are most ambitious and looking to excel, are more proactive and productive in their roles. 

Benefits

Think beyond the salary you are offering your employees. In a recent Michael Page study, it was found that millennials are looking for more from their salary package. Workplace benefits can be a huge determining factor for those considering their options. 
Flexible working is increasingly sought after by candidates. Do your employees enjoy cycling to work? Are there ways your benefits programme could help manage the cost of the everyday public transport commute? A flexible working package that allows employees to choose their benefits is a great way to ensure your team is getting the most from their benefits.

Vision

Make sure your leadership team offers vision, direction and ambition. Share this with your employees to ensure their own goals and mission are aligned with that of the company. Understanding what the company you work for strives to do is a key factor in engagement. 

Forward-thinking

Employees need to be confident in the company they work for. If there are no communications from the business surrounding the performance and future projections of the company, then people may start to question the security of their role and the long-term opportunities within the business. 
The level of motivation that your employees have at work comes as a result of a number of factors, many of which you have the power to control, or at the very least influence. Be sure you are making conscious efforts to keep your employees engaged and motivated in their roles. A happy and well looked after employee is more productive in their position and loyal to the company they work for. 
For more information on the signs of disengagement and remedies to boost employee motivation, download our full report. If you would like to discuss how we can help with your recruitment processes, contact your local Michael Page office or submit a job spec and one of our expert consultants will be in touch.
Rob Bales
Operating Director, Michael Page
T: + 44 121 230 9381