Keeping People Motivated in Every Situation


In every business, human resources are considered to be the most precious resources. The staff within the business drive the success of companies. Even though the responsibilities in roles at a company are different, the ultimate goal of every employee is to contribute to the effective implementation of the business strategy of the company. When there are many people involved in working for the same purpose, there is a need for a leader who can drive each employee towards a specific path. A leader is a person who has sufficient skills and traits to drive others towards achieving pre-designed organizational goals and objectives by planning, allocating sufficient resources, organizing, implementing, and reviewing activities in order to achieve the objectives. As per Juneja “Leadership is the potential to influence the behavior of others. It is also defined as the capacity to influence a group towards the realization of a goal. Leaders are required to develop future visions, and to motivate the organizational members to want to achieve the visions” (Juneja, n.d.).  So, leaders of any organization are those who motivate people to reach the organizational goals

Possible ways to motivate people

If I were a manager, I would try to do my best by applying my past experiences and academic knowledge to motivate people to do fulfill the organizational objective by working hard. Despite the fact that radical changes are almost impossible overnight, I would set up the system and the company’s sales strategy to ensure that the best performers would not be frustrated. These would be my priorities after joining as the leader of this department.

1.      Setting a clear performance evaluation system

People tend to frustrate if low performers are recognized by the managers. The rest of the staff think that the only reward for laborious work would be more work. However, setting up a performance evaluation system is an idea for how to deal with this bad culture. I would prefer to use the Annual Goal Performance Review (AGPR) system. In this AGPR approach, the manager will set up the annual specific goals (outcome level) of each staff in coordination with them and the departments’ goals in line with the individuals’ goals. Afterward, the manager will follow up and evaluate this goal in the quarterly, semi-annual, and annual meetings and provide the necessary feedback to encourage them to achieve the goal. It also the responsibility of the manager to award the best performer based on the AGPR. The staff salary and promotions should be linked with the achievements of their goals. I would use this system in the organization to achieve success.

2.      Allocating tasks to the suitable candidate

Sometimes, a manager assigns the wrong people to the wrong tasks. Everyone is indeed different, and everyone has a different capacity and different set of expertise. As a manager of this company, I would have to choose the right people to complete the right work. In order to find out each individual’s capacity, I would develop a template (like a roster) that clearly shows individual traits and knowledge as well as their expertise. Then, I would thoroughly study these profiles and select people to take on the best-suited roles. And, allowing the right person in the right work is also the source of motivation to those staff.

3.      Setting an example myself

Many leaders speak a lot. They think that providing feedback to an employee at every step could enhance their performance. However, the result is generally the opposite. The staff struggles to follow a leader unless that leader acts in the same way as he/she directed them. Staff will follow what a leader does, and not just what a leader says. So, I would be the role model for my staff and show them an example of how I want them to work. What will happen after that in the given circumstances is, they motivate to focus on work the best they can in the industry.

She is my daughter, Aarohee and she is my reason for motivation. What is yours?

4.      Changing the perception toward the company

The staff who have been working for a long time in this bad culture might have a negative perception of the company. If this perception lasts for a long time in their minds, they cannot work as properly as expected. In order to minimize these thoughts, a manager can do several things that can change their mind and encourage them to be devoted to their work. First, I can offer an opportunity for staff to participate in different national and international training as well as workshops to provide new learning opportunities. The new skills and knowledge they learn could be applied in the business. On the contrary, they feel that they have a great opportunity to grow themselves within the company.  Last but not least, the manager should encourage a  work-life balance. If the manager assigns monotonous and large amounts of work, the employees cannot manage their personnel lives, which ultimately, would hamper the motivation and of course their performance.


1.      Changing the environment

Although the manager would have changed in the department, the rest of the employees are the same, and they all worked under the last leader. The working culture has influenced them to not work hard nor smartly. So, turning a procrastinating staff into active members could be very challenging for a new manager.

2.      Behavioral problem

Everyone wants to be promoted within an organization. In the given circumstances, if I was promoted as a manager, the remainder of my colleagues may not be satisfied with the management decision. Some of the staff may decide not to support me, or if I assign them to work, they may treat me as a sales representative instead of the manager. In this type of challenge, I would change working style while I present with the staff which they can feel very comfortable. A prime example of this strategy would be recognizing or appreciating their performance. If I start the conversation by giving thanks for their contributions, the staff would feel more comfortable working with me

Managing the expectancies of the employee

There will not a radical improvement in a very short period of time in the company’s profit, but the expectancies of the staff may be that this would occur. If I motivate people to work hard, the profits will increase gradually, but the staff may want immediate financial benefits, bonuses, promotions, and so on. This is one of the challenges that I could face in this institution.

Traps to avoid

1.      Showing off as I am the leader

Many managers want to show off their skills to the staff, but it is the very first thing that a successful manager should avoid. Every employee would know that I am the new manager of the organization and they want the managers’ direction, guidance, and feedback to improve their sales and profits of the organization, not showoff behavior. In the given condition, if I was a manager, I would try to earn the trust of my colleagues.

Everything takes time to heal and organizational success will take time as well. It needs effective planning, resources, organization, and evaluation to improve. Also, these processes will require the time, passion of the staff, effective guidance and direction of the manager, market trend analyses, and so on. Later, success will be achieved. If I was appointed manager, I would avoid expecting a measurable profit and fascinating performance of the staff immediately. I would know that these improvements could not be achieved in a very short time.


Juneja, P. (n.d.). Leadership basics. Retrieved from






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