What is the motivation for improvement and why every leader needs to use it

Learning and applying the motivation to improve is an important but not well-known part of good boss work. Meanwhile, this method helps to properly inspire the team for great achievements and encourages employees to develop professionally every day.

What is the peculiarity of the motivation for improvement

This concept is built on the idea that we want to solve problems in order to demonstrate our knowledge and skills. For example, if we successfully complete a complex project or complete a difficult task, and then also receive praise from our family or colleagues, then we will believe in our competence as a specialist.

Success and recognition allow us to realize that we can control the quality of our work, and the feeling of our own professionalism motivates us to new victories.

Why is this motivation ideal for work?

Commendation for completing tasks inspires you to work at the same level to get even more approval. And the feeling of satisfaction that your work gets noticed becomes a pleasant bonus. Employees who perform tasks accurately, successfully master new skills and regularly receive complimentary reviews, subconsciously create their own reward system for themselves and continue improve. All this has a positive effect on their self-esteem.

Gradually, each employee sets himself a high bar of work standards. He no longer needs praise from the outside and additional motivation. By realizing their professionalism, such workers “generate” inspiration from within.

In addition, people who consider themselves competent tend to try harder and are more likely to choose more challenging assignments. They also have healthy self-esteem and a great sense of their own worth.

How to apply the motivation to improve

Give tasks depending on the interests of subordinates

Employees will be much more willing to improve in an area that interests them. When the employee is not thinking about personal goals or rewards, the work is accompanied by maximum involvement. And this greatly increases the likelihood that an employee will become a cool professional.

Don't give too difficult tasks

Encourage employees to take on tasks that are slightly more difficult than their current level. These should be tasks for which employees are just a little too short to complete.

Do not forget about constructive criticism and analysis of mistakes. This approach will create the right balance: workers will grow, completing new tasks, and understand that mistakes are a normal part of progress.

Help to choose the right tasks

Successful completion of tasks enhances the sense of one's own competence. But if a person constantly fails tasks and does not find support and help, the effect will be just the opposite. Therefore, it is important to inspire employees to achieve challenging yet achievable goals.

If the task is too easy, the subordinate may get bored and even feel embarrassed that it is he who gets such an elementary task. A correctly chosen project, on the contrary, motivates for new achievements.

Don't forget about feedback

HR managers or department heads can help colleagues acquire new knowledge and learn new skills. To do this, you need to give feedback and explain that only employees themselves can control their training.

Remind workers how much they have done and how much their results have improved from the first try. Focus on the learning process and how effective it is.

Encourage self-development

This is where improvement goals come in handy. These are aspirations that we can never fully achieve. They are needed so that we become better every day and we always have something to strive for.

For example, even if you take many courses and become a highly qualified marketer, your training will not end because the field of marketing itself continues to evolve.

A focus on acquiring new skills and continuous learning will allow you not to succumb to difficulties and obstacles.

Praise your employees

Management's approval of self-development also helps the employee feel like a good specialist. So don't forget to publicly reward for a job well done and effort. This will make it clear to subordinates that professional development in your company or department is encouraged and motivates them for further growth.