The moment Bob stepped out of the administration office with a brand on his head saying “new team leader of the production team”, he knew that he had two choices: Either he fires the current employees who were not exactly producing quality work and who have cost the company large quantities of greens in losses and feel bad about it or he gets sacked for retaining them. While reviewing information about the production team in the hopes of finding a good reason for keeping them, Bob was astounded when he discovered that all of them were above average individuals, the best in their fields in fact! So why in the world were these people not doing the work that they were hired to do? Bob got his answer when he read the final report on who the previous team leader was. It was none other than the company’s Mr. Scrooge. Suddenly realization hit him and he saw that the problem was not the production force. Rather, it was the lack of motivation in the workplace.

Are you a team leader, head, manager, or supervisor who has also discovered that there is a dismally low quantity of motivation in the workplace? If you are, then like Bob you realize that what you have at hand is a monster of a problem. The fate of a business or a company is sealed by the competence and efficiency of its work force. In fact, the greatest asset of a business is not technology or equipment. Rather, it is competent, efficient and motivated employees.

Motivation in the workplace has drastic effects on quantitative and qualitative output. If there is abysmally low motivation in the workplace, the products manufactured will not meet the quality demands and will surely have appalling consequences. As a manager or leader, it is your duty to steer the company away from this path by increasing motivation.

Motivation is the spark that lights a burning bush of passion to achieve goals despite obstacles. It’s the upshot that individuals need so that there is inspiration to complete a task. To increase motivation in the workplace i.e. to increase production and quality, well, that needs some serious piece of advice, right? So, what’s a manager or leader to do? Here are a few ideas:

• You cannot motivate your employees. A horse can be taken to the water but it cannot be forced to drink; it will drink only when it feels thirsty. Your people are not horses, but the same case can be applied to them. To desire motivation is a decision your employees must make. Your decision as a manager, however, revolves around whether their decision will hamper or perk up their performance and working relationship with others. You may not force the horse to drink, but you can do something to make it feel thirsty. Similarly, you cannot motivate your employees, but bear in mind that you can help them motivate themselves! Be a good judge of people and take time to dig out what will motivate them to not just work, but work efficiently and loyally. Individual needs underscore motivation. So what does each staff need? Recognition? Higher wage? Responsibility? A challenge? You’ll be surprised that sometimes, your employees need only something as simple as being appreciated to keep their flame for their job burning.

• Lead by example. Emerson once wrote, “Who you are speaks so loudly I can’t hear what you’re saying.” If you can’t do what you say, don’t bother telling people what to do! If you want punctuality, show up early. If you want dedication, stay late and work with focus and intent. Act in a way you wish your employees to act and they will pick up on the example you have set.

• Have a reward system. Motivation can be reinforced by external stimuli. How about a bonus or a promotion for a job well done? However, the most effective reward for many employees would have to be simple words of appreciation. Let them know you notice and appreciate the effort they exert in their work—do this regularly and publicly. Recognition of an employee’s work not only gives them a sense of satisfaction for being a sprocket in the team’s environment, but it also motivates the rest of the team to work harder. Don’t be afraid to foster friendly competition. It is already a part of human genes for people to prove that they can do something and do it well.

• Don’t make the workplace a penitentiary. Your people spend 7-10 hours at work, and the least you can do is to make them feel comfortable. Have a little fun (if it gets a little out of hand, well, that’s why you’re there right?). Your employees may spend a good quarter of their day at work, but if they’re enjoying it, heck, it’s as if they’re getting paid for simply doing what they love.

• Delegate tasks. Give independent responsibilities to your staff. Don’t stalk employees by giving second-by-second follow-ups on assigned tasks. If you’d rather tell them how to do their task in every wee bit of detail, you’d better do the task yourself!

• Be friendly, but don’t become friends. Favoritism is an accusation with a slow death. Giving preferential treatment on grounds that is non-work related, a.k.a unfairness, is a gigantic step to flush motivation in the workplace down the drains.

• Communicate—share the goals and context. It’s not bad to keep your employees informed on where they stand and where the team is going. Listen and ask. You are the coach, but you also need some coaching. If you don’t listen to your employees, it’s the same as telling them that their opinions don’t matter. There’s no I in team remember?

What if you’re not the management, but rather the employee? Well then, the more you should think about acquiring motivation in the workplace! Your manager or leader can only motivate you in so far that you are convinced of acquiring motivation. If you’re looking for some self-motivation in the workplace, these tips will be of help:

• Write down your goals. Your goals will be the map that will guide you so as not to drift aimlessly. Time will not stop for you. And when you work without goals, you waste time, energy and creativity. However, make sure that your goals are attainable. Eliminate expectations as they can be frustrating when you don’t see them materialize.

• Live in the present. Don’t cry over spilled milk. Get a new glass instead! That is, learn from your mistakes.

• Love what you do. This is the greatest source of motivation. The long hours in front of the computer or endless deadlines, can be miraculously compensated by the mere fact that you enjoy what you are doing. Do the kind of work you like. Have your own style. Dance to your own rhythm.

• Don’t fall prey to burn out. Working yourself to death is not something heroic –it’s actually stupidity. Give yourself a break to recharge.

• Get inspired. You need good music, books, movies—anything that will take things out of your mind when the going gets tough.

• Get along with people. You’re not the only one getting stressed, mind you. Chat with your office mates. Be kind to office personnel. You never know how far a few exchanges of words could go in terms of motivation in the workplace.

Motivation in the workplace is achieved with individual effort coupled with collective strategies. Whether you need to get people motivated or you are looking for motivation yourself, the secret is to identify your goal and systematically work towards it. If you’re motivated, you don’t only work productively, you are also oozing with self confidence and self-esteem—two ingredients to the recipe of achievement and success.

Catching something as elusive as motivation in the workplace is indeed not a walk in the park. But just like how an elusive bachelor will sooner or later get smitten by some babe, getting motivation in the workplace is not an impossible feat. With the right attitude and the right techniques, you will nail it!