Cathy Liska By Chatty Garrate https://www.linkedin.com/in/chatty-garrate1/
Following are strategies that can enhance employee motivation and performance:
Showing Appreciation and Recognizing EffortsÂ
According to a 2019 Tinypulse Employee Engagement Report, only 25 percent of the workers who participated in the survey felt that their employers valued their work. Many supervisors avoid praising workers for fear of losing power over them. HR can be the leading department that establishes a work culture of recognition and appreciation. 
 The HR department can encourage supervisors to provide positive feedback to employees at appropriate times. This can be as simple as thanking employees for going the extra mile on a project or task.
HR can also organize routine events or meetings that recognize and appreciate employees who have worked hard and contributed well to meet certain work objectives. Recognition goes a long way when it comes to making people happy and engaged.
 Setting Rewards for Performance Goals
 This is a more specific way of recognizing the hard work of employees. HR managers can set performance goals and then offer rewards to workers who have accomplished them. This is different from routine appraisals.
 Performance goals can be more targeted, and small rewards like gift certificates or free lunches will suffice. The key to this strategy does not lie in how big the rewards are, rather how frequently they are offered.
 Goal setting is a powerful way of motivating individuals because it provides more purpose and meaning. By offering rewards, the HR department can inspire positive competition and teamwork.
Asking and Valuing Opinion
HR can make employees feel more an important part of an organization by giving them a voice in some decisions and policies.
This is an effective way for them to become involved and engaged. It is also a win-win scenario for businesses as employees can give a different perspective on issues that management fails to see. One example of getting opinions to foster motivation is asking employees periodically about what they think the company can improve on.
Asking and valuing employee opinions is core for a coaching culture.
 Offering Training and Professional Development
 It is natural for people to seek improvement for better career prospects in the future. Therefore, many employees remain at a company that supports them to grow professionally.
 The idea of moving up to higher positions or increasing skills and proficiency can greatly motivate employees. HR can capitalize on this by spearheading training and offering professional development opportunities. Examples of opportunities include seminars, talks, language courses, coaching, technical training, and postgraduate studies.
Keeping Communication Channels Open
 The HR department is the mediator between the employees and the upper management. Thus, it is the job of HR managers to ensure that employees are comfortable with talking about any issues. They are there to support employees who are facing problems, anxieties, and disappointments brought about by performing their job.
 When HR encourages open communication, employees feel more secure and valued. This is also an effective strategy for management to resolve issues and conflicts before they can negatively impact important aspects of the business.
 Promoting Work-Life Balance
Overworked employees can easily get demotivated and question the point of working for a company that does not recognize or value their time. Achieving a work-life balance can be challenging, especially for large and ambitious companies. The goal of upper management is to optimize work output. HR can step in and make sure that work demands are not too overwhelming that they compromise a worker’s personal time.
 To boost employee well-being, employers can give workers time to destress, enjoy hobbies, and connect with friends and families. It is a good idea to be able step back and take a breather because this lets them gather enough energy and enthusiasm to tackle work again.
 Aside from managing employee leaves and vacation breaks, HR can also encourage employees to take them. They can also develop reward schemes that give deserving employees extra vacation days or flexible hours. Employees become grateful when their company allows them to nurture their private life, and they will return the favor through high performance and loyalty.
Thanks for visiting the Center for Coaching Certification Blog page! Check out our Coaching Certification programs!
