What characterizes optimal employee management?

 Employee leadership is the involvement of employees in the tasks of the company as well as a control of the behaviour of employees. The latter probably sounds very manipulative at first glance, but it is of course not about "brainwashing" employees or controlling them in any way. The leader must be supportive of his team and always try to get the best out of them. Of course, there are also egoistic reasons for this, because as a boss you must always focus on the success of a company. Ultimately, the leader is responsible for this.

The goal of good leadership is to promote and challenge employees, and in order to achieve this, it is particularly important that the leader not only has a lot of technical knowledge but also strong social skills. In the end, an improvement in productivity is only possible through knowledge of human nature. The right interaction can lead to a pleasant working atmosphere, fun and loyalty, which in turn influences productivity. It is also especially important to promote the personal development of each individual team member, to work out goals and control them. Only those who are given constant opportunities for development can surpass themselves. 

The ideal Leadership Personality

A good leader takes responsibility for his or her actions, encourages each member of his or her team individually, gives constructive feedback and recognizes achievements. They also establish open communication for both sides and know how to motivate their staff.

How does employee motivation work?

Scientifically speaking, motivation is the summary of all motives that move a person to do, continue doing or avoid doing something. It determines the striving for goals, but also the lack of it. A distinction is made between internal and external motives:

Extrinsic motivation

So-called extrinsic motivation arises from stimuli and influences from the outside. Action is taken based on a consideration, which is usually financial or material in nature. However, the incentive can also be of an immaterial nature. Thus, motivations such as fame, power or status also count as extrinsic motivators. Negative factors, such as the fear of being fired, also belong to the category of extrinsic motivation. 

Intrinsic motivation

The counterpart to extrinsic motivation is intrinsic motivation: Here, the incentive arises from within oneself. Behaviour is driven by internal incentives and does not need external influences such as rewards or money.

Intrinsic motivation is usually driven by fun, interest, meaningfulness, or the love of the challenge.

Extrinsic motivation vs. intrinsic motivation

Intrinsic motivation is generally considered to be the stronger and therefore better driving force. If the incentives come from within, this has a greater influence on the willingness to learn and the commitment. Performance and the will to overcome hurdles are significantly stronger when the will comes from within. In addition, learning success is different when motivational factors such as genuine interest and fun are involved. Even though intrinsic motivation is often considered the better form of motivation, in reality, both forms coexist. After all, one can like one's job very much, enjoy constantly developing in their role, and still want to be paid well for their effort and be able to see opportunities for advancement. Intrinsic and extrinsic motivation are not mutually exclusive!

How can you motivate your employees intrinsically?

There is no question about how to push the extrinsic motivation of employees - we don't need to go into that here, but what about the drive from within? Can this be increased by managers?

 It is indeed possible to intensify intrinsic motivation:

• The team spirit counts
  A good working atmosphere and a pleasant working environment promote cohesion in a team. The sense of community plays an important role and can increase the intrinsic motivation of individual team members.
• Minimize control and hand over responsibility
  Employees should always feel the trust of their manager. This enables them to develop their own initiative, become creative and find interesting solutions. The possibility to act freely and on one's own responsibility is crucial here.
• Constructive feedback
  Feedback should not only be negative, but - both positive and negative - should be given constructively on a regular basis. In the best case, regular feedback meetings take place between the manager and the employee, in which the employee also gets a chance to express their own feedback. 
• Encouragement and demand
  A good leader always makes sure that his or her employees do not fall into stagnation. They should be challenged according to their abilities and interests without being overburdened.
• Recognition and appreciation
  Recognition of one's own work can be a great motivator. Those who feel they are doing important work and contributing to the bigger picture feel spurred on and are more willing to develop themselves further.

Intrinsic motivation should not be neglected

Managers should not neglect intrinsic motivational factors. They are an important lever when it comes to getting the best out of their employees, increasing the success of the team and improving the working atmosphere.