Employee motivation is an integral part of performance and
excellence for a business or company. No magic can replace the efforts your
staff put in the company, as they are the centerpiece of the organization.
Their attitude and diligence in duty ensure that everything flows daily.

Being self-motivated is an important quality to have in the
workplace. It means that you know exactly what needs to be done and will do it
without having to be asked twice. You may even go beyond what is asked for you
because you enjoy your job so much or because you want to achieve success in
your career.

Motivation comes from within. Individuals have the capacity
to motivate themselves…or demotivate themselves. Leaders can help them see
the way by creating and sustaining the kinds of conditions that help them bring
their best selves to work every day.

Nitin Nohria, Boris Groysberg, and Linda-Eling Lee
developed a model
for increasing motivation which is comprised of 4 primary levers:

Job Design – This includes:

• Design
  jobs that have distinct and important roles in the organization
• Design
  jobs that are meaningful and foster a sense of contribution in the
  organization

The culture – This
includes:

• Foster
  an alliance and friendship among co-workers
• Value
  collaboration and teamwork
• Encourage
  sharing of best practices

Performance management and resource
allocation – This includes:

• Increase
  the transparency of all processes
• Emphasize
  their fairness
• Build
  trust by being just and transparent for rewards and work assignments

The reward system – This
includes:

• Sharp
  differentiators between good, average, and poor performers
• Tie
  rewards clearly to performance
• Pay
  as well as your competitors

So, carefully consider and implement these four motivators in ways that work
well for your business and you will have the best possible chance of building a
truly motivated workforce that will serve you well for months and years to
come.