It is no longer a novelty: the motivation of employees directly interferes in the results of a company.
But in this whole journey, what little attention is paid is: what really motivates an employee?
There are several possible answers. One of them, and perhaps the one that has the greatest impact is the organizational culture.
So, let’s talk more and understand why the corporate culture is capable of leading teams to success or failure, depending on their applicability.
A brief concept: corporate culture
The corporate or organizational culture is nothing more than a set of beliefs and values ??that the company carries, believes in and shares with the people who are part of it.
And it is from the organizational culture that the motivation and engagement necessary to fulfill the objectives and strategic plans of a company are created.
Why does it influence so much?
Employee motivation is directly linked to the corporate culture because it allows a better view and understanding of the whole. In other words, the people involved in the organizational processes have a real dimension of the hierarchical levels, the appropriate behaviors, the rules and customs that the organization expects from employees.
Therefore, it is necessary that the corporate culture is well designed and visible, so that the employee can make an assessment of values ??and understand whether that environment makes sense for his professional development.
What are the main points impacted?
Generally, the employee’s motivation is linked to the financial side. However, salary is far from a decisive factor in making a motivating environment.
Among the main causes found today in organizations, we can mention:
A healthy environment and a transparent relationship with leaders is one of the points that most affects employee productivity.
It is common for managers to be viewed “with a back seat”, but it is part of a strong corporate culture, promoting more conversations and encouraging relationships with them.
After all, good communication improves team alignment and provides a collaborative and motivating environment.
Innovation and autonomy
Working in an outdated environment that limits professional development is the end! For this reason, strong organizational cultures invest in technological and process innovation.
In addition, it encourages teams to seek the new, update knowledge and put it into practice, without the need for constant supervision.
Autonomy in the workplace is motivating and brings an even greater sense of belonging and collaboration.
Running without moving has benefits only when you are on a treadmill. Likewise, working without the expected recognition discourages any employee.
The dedication and efforts must be rewarded. Therefore, it must be clear in the organizational culture whether or not there is a career plan for the employee’s professional development.
Cool, but how to strengthen the corporate culture then?
So far, it has become clear that employee motivation is highly dependent on organizational culture. And that with a culture that is not so clear or well defined, it becomes much more complicated to keep teams engaged.
But, what is the solution then?
Each culture is created, cultivated and disseminated in a different way. However, there are some common characteristics that can give a new direction to the company, promoting greater motivation and collaboration of the teams.
Internal communication must be clear, concise and direct. The more fluid the communication, the greater the understanding between leaders and followers. In this way, conflicts are minimized, the environment remains healthy and motivating.
The feedback culture must be present. Recognizing good performance is essential to maintain employee motivation and engagement. This practice must be present in all corporate culture and be applied daily.
Investment in the employee’s professional side is a factor of success and talent retention. When people feel valued, they seek self-motivation and provide satisfactory returns for organizations.
Transparency in expectations
As we said at the beginning of the text, there must be transparency between the organization and the employee. Thus, it is possible to identify whether the profiles and interests are consistent. The lack of alignment of expectations generates demotivation and a negative feeling about the job.
However, when there is a strong and active organizational culture within the company, the practices mentioned in this text tend to become more common, the processes and ideas become clearer and even the hiring becomes more strategic, looking for professionals who align with the employees. organization’s objectives, considerably reducing possible friction.
Finally, attention must be paid at all times to crucial factors that may cause the employee’s lack of motivation. There are many other specific cases that must be studied and corrected in the organization.
After all, the motivation and engagement of those who keep the organization alive will determine its success.