12 Tips for Successful Employee Motivation: Focusing on Talents and Competencies


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Many Company and executives work tirelessly to improve the motivation of their employees: There is a sustainable and effective way: the talent-focused motivation. 12 Tips for Successful Employee Motivation: Focusing on Talents and Competencies Employee Motivation

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Here writes for you: Marco De Micheli is Publishing Director of the PRAXIUM Fachverlag in Zurich and book author specialized in Human Resource Management. Profile

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How motivation does not work

Overview

Company Are they constantly trying to motivate their employees: Should they be incentives, can more attractive bonuses provide a boost in motivation, is it more work-life balance measures or is it simply enough to just hold more company events in the end?

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In contrast, what should and want the talent-focused motivation? Quite simply: Employees motivate what already exists and what is the most valuable thing for employees and companies: talents and competences. Focusing on employees' talents and competencies allows them to experience success - the most effective form of motivation that sets in motion a chain reaction that does not require "motivational injections".

Why feedback and praise are important

Overview

But also the feedback on successes that are the result of strengths and competences and their permanent communication, how valuable they are to the company, the team and the achievement of corporate goals, are a talent-focused motivation.

The majority of employees want to experience performance, success and work in a team, to exchange ideas, to demonstrate strengths and to be perceived as a personality. This increases self-esteem, social prestige, sense of belonging, and proof that others are needed and appreciated.

The 12 advantages of talent-focused motivation

Overview

Identify and use the talents of employees leads to top performance and permanently promotes performance awareness. Whoever makes the most of what he can do particularly well, makes this successful. And success is the best motivator at all, because it shows the value of the skill and possible achievements.

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However, talent must be recognized and promoted, tasks and challenges must make use of these talents and their value must be recognized and further developed by executives with appreciation and support. Talent-focused motivation has a number of key benefits and extremely positive effects:

  1. It improves performance and leads to peak performance
  2. It improves employee loyalty and employee support
  3. It makes employee support a permanent task
  4. It focuses on the most valuable people - the talented and competent
  5. It also provides impulses for personnel development
  6. She practices appreciation in the most credible way
  7. It deals with individual motivation profiles
  8. It leads to more self-responsibility
  9. It leads to more experimentation and innovation
  10. It promotes performance-oriented and ambitious employees
  11. It focuses on the intrinsic motivation
  12. It focuses on employees with a high level of motivation

Make talented working sets

Overview

Talent-focused motivation also has a lot to do with meaningful and challenging work. Frederick Herzberg, a well-known motivational researcher, emphasizes the importance of quality work. His point-blank opinion: "Forget praise, forget punishment, forget about money.

To really motivate employees, they have to make their work more interesting. " And what is the best way to achieve this? Interestingly, one makes Arbeitsstets, in which one uses talents and special competences. It is essential that it is often the action that ignites the fire of passion among employees, the best performance engine ever.

Strengthen employee loyalty

Overview

Talent-oriented motivation has always become more important Another advantage: It strengthens employee loyalty and employee development by showing perspectives and opportunities for further development and proving mindful leadership. This always reminds the employee: "In this company, you appreciate, see, use and promote my talents and abilities, which allows me to make valuable contributions to the company and me for mutual success.

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Reinhard K. Sprenger sums up the importance of talent recognition and promotion in a concise manner: "Two demands are helpful for professional happiness. The first one is: live your talent. And the second one is: Go where your talent is intended ". We complement and specify: And the talent is recognized, used, further developed and appreciated and recognized.

With talents, employees prove their skills

Overview

Gertrud Höhler also puts it in a nutshell in her book "Die Sinn-Macher": "Companies have to create an environment for employees, in which they realize: Here I am not just for the company. Here I am for myself ".

And most of all, a co-worker is when, with his very own talents and individual skills, he can demonstrate his skills with excellence, to himself, the team, the supervisor and the company.

Management skills

Overview

Auch Best of HR – Berufebilder.de®-author Anne M. Schüller In your excellent and readable book "The Touchpoint Company" says very aptly: "Who demands engagement, must make sense. Because people work to make a difference. Meaning and the associated happiness experience arise when competent employees can perform as concrete tasks as possible, in which they experience themselves as essential ".

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Talent-centric motivation requires a number of important points on the part of company culture and management, such as strong communication and leadership competencies, opportunities for success and top performance, regular, respectful feedback on performance and talent use and employee support as a permanent task.

Who has which talents and uses them where

Overview

If you want to lead and motivate employees in a talent-oriented way, I always have to ask important questions such as: (names fictitious):

  • Is the potential and talent of Laura R. really used in onlinemarketing and with new media?
  • What do we do for their further development and promotion?
  • Can Mr. Rütimann really use his pronounced negotiating table quite often?
  • Is it also a challenge for him?
  • Are tasks and activities for Sandro M. with his organization talents ambitious enough?
  • Are we using the communication talents and the outstanding conceptual skills of Maria Muster enough?

If you have an answer and act accordingly, concrete and talent-oriented motivation is possible, for example in the recognition and appreciation of good achievements such as: "Mr. Muster, with your excellent design ideas for my PowerPoint presentation you have once again demonstrated your special graphic and visual talent. You have made a major contribution to the success of my presentation - thank you "! What can be more motivating than such feedback?

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