Maximizing the relationship between self-motivation, performance, and remote-working.
The pandemic and remote working are bringing new viewpoints on employee engagement. Self-motivation is pinpointing an important question: How many companies are ready to be great environments that are intrinsically rewarding during remote working? It is not a matter of providing resources or salary increases rather it is about self- identity, collaboration, flexibility, inclusion, and accountability.
Of course, working from home has a lot of advantages that impact directly on the work-life balance when environmental conditions are known and the outside risk is controlled. If working from home were a personal choice, it would be the best way to build engagement and trust in the company. It would be an effective people management tool.
However, the ramifications of this pandemic are forcing a new way of life and work world-wide. Are all people ready to quickly change their habits? Moreover, how are companies dealing with cost reduction issues and at the same time with employees’ expectations and reassurance?
Employees who are self-motivated behave beyond the minimum effort of what’s required. They understand company expectations while straining to find more efficient ways of getting results. Employees do not need micromanaging regarding productivity or reminders about tasks and responsibilities. Goals are often reached or exceeded when employees are excited about their work, and the business can afford new challenges. This type of increase leads to higher retention, productivity, and revenue, and all of them are good for the business, its growth potential, and company reputation.
In general, people are motivated when they pursue goals with personal meaning and when their values are reflected. Working from home is changing the way in which people live and perceive these goals. Habits, relationships, and inclusion are related to people’s self-esteem when performance feedback is available. Although the idea of feedback is mostly formally explained in the relationship with “Supervisors”, an important side of people’s self-motivation comes from the feedback linked to the work context. Professional identity is shaped by the company’s culture and colleagues who build a strong, reliable network by collaborating on projects, and sharing results. If working from home is more challenging than the job goals are, companies will be faced with the possibility of attracting low-performing candidates. Therefore, the focus on personnel development must foster tremendous business value. Self-motivation is increased when something in the physical environment grabs the individual’s attention (sensory curiosity). It also occurs when something about the activity stimulates the person to want to learn more (cognitive curiosity). How will companies promote these influences on personnel engagement? Special training and communication initiatives could help to support the remote-working staff by positively growing the relationship between the employer and the employee.
Considering presenting already established habits. The pandemic and working from home do not help establish inclusion. In the office, people can run into new colleagues and it is easy to build a network. Bright ideas can help the companies to facilitate these “casual” encounters done mostly in break or reception areas or parking places. TED Conferences company, the conference organizer and webcaster, has established virtual spaces so that while people are separate, they aren’t alone. A software company, Zapier, sets up random video pairings so that people who can’t bump into each other in the hallway might nonetheless get to know each other. This is one of the possible ways to continue creating inclusion, even in the remote working environment.
Companies should roll out new and sensible recognition programs for their employees that are not in the office together anymore. Self- motivation can be increased in situations where people gain satisfaction from helping others. It also applies to cases where they can compare their own performance versus others’.
Despite struggling with 2020 business expectations; an effective strategy on how to handle people, from their hiring to development, will be the solution that helps companies to better handle the “new normal”.