EMPLOYEE MOTIVATION

IN IT SECTOR

BY:

REBANTO ROY

DIVYANSH MATHUR

ASHNA JAIN

PRANTIK LODH

TABASUM HUSSAIN

ROHAN KUMAR DAS

SUDARSHANA DEY

MEGHNA MALIK

ANISH DAS

SIMRAN BHATIA
EMPLOYEE MOTIVATION

INTRODUCTION:
Employee motivation is the level of energy, commitment, and creativity that a
company's workers bring to their jobs. Whether the economy is growing or
shrinking, finding ways to motivate employees is always a management concern.
Competing theories stress either incentives or employee involvement
(empowerment). Employee motivation can sometimes be particularly problematic
for small businesses. The owner has often spent years building a company hands-
on and therefore finds it difficult to delegate meaningful responsibilities to others.
But entrepreneurs should be mindful of such pitfalls: the effects of low employee
motivation on small businesses can be harmful. Such problems include
complacency, disinterest, even widespread discouragement. Such attitudes can
cumulate into crises.

But the small business can also provide an ideal atmosphere for employee
motivation: employees see the results of their contributions directly; feedback is
swift and visible. A smoothly working and motivated work force also frees the
owner from day-to-day chores for thinking of long-term development.
Furthermore, tangible and emotional reward can mean retention of desirable
employees. People thrive in creative work environments and want to make a
difference. Ideally the work result itself will give them a feeling of
accomplishment—but well-structured reward and recognition programs can
underline this consequence.
IMPORTANCE:
Motivating your employees is vital to any business. A motivated workforce means
a highly productive staff, all of which will help you achieve your business goals.
And this should be a main objective in your organizational and business plan.

Before you build a motivational strategy, the first step you need to take is to
understand what motivates your employees. What drives them to their peak
performance will better help you develop programs that both motivate and retain
the best employees for your business.

While not every employee will be motivated by the same thing, focusing on a list
of key motivating programs can help. Your plan can include everything from
monetary incentives, rewards and recognitions, building programs that support
work-life balance, to simply creating a fun, relaxed office environment. The
opportunities are endless and the reward substantial.

Employee incentive programs are one of the easiest ways to incentivize your
workforce. While not every program needs to be monetary in nature, should you
have limited budgets, the end results are the same; employees become more
motivated when they are recognized and rewarded for good work.

These types of programs could include anything from bonus pools, rewards
recognitions such as "Employee of the Month", to spotlighting employees on
corporate websites or internal intranets. All will make employees feel connected
and part of the success of the business.

Many employers leave feedback for their annual reviews alone; this can be
detrimental. Employees need to feel recognized and appreciated, and taking time
out to give a simple "thanks" for a job well done is another strong employee
motivator. Frequently acknowledge good work.

Employees want to feel that they are good at their jobs; they seek face-to-face
feedback from their managers. This should also include constructive criticism
needed to address issues and help employees perform their jobs more effectively.
While conducting formal reviews should be part of your ongoing strategy,
periodic reviews and impromptu sessions will provide your employees with the
feedback they need to succeed.

Employees want to feel that they are being heard, and more so in team
environments. Encourage feedback. This will help them feel that their opinions
matter and they have a role in defining the success of your business.

Set a positive tone. The tone of any company begins at the top and trickles down;
it’s your job to inspire your employees to have and create a positive environment.
This can be accomplished by employing simple techniques from asking your
receptionist to greet everyone with a smile, to encouraging employees to express
their ideas openly.

The importance of employee motivation cannot be down-played. Ultimately when

employees are motivated this increases productivity, lowers turnover, and
improves overall performance.

TYPES OF EMPLOYEES.

There are different types of employees in a workplace

THE TOTALLY COMMITTED : He throws his life into his work--especially
if his office makes it easy to never go home. A high-tech, perk-filled
workplace helps keep him motivated.
THE HIGHER PURPOSE : He wants his work to make a difference in the
lives of others. A simple pay check won't cut it; show him how his time
at your company serves a greater good.
THE MALCONTENTED : He'd rather grumble here than go elsewhere.
Nothing you do makes him happy--and if you're not careful, he'll drag
your other employees down with him.

THE BOTTOM LINE : She's not getting paid what she's worth, and thinks
the benefits are awful. Maybe you can't afford to keep her motivated--
but trying to replace her could be even more expensive.

THE OLD FASHIONED : He'd be happy to stay with your company for his
whole career, if you offer him the right opportunities to grow. Are you
doing everything you can to cultivate and retain him?

THE MILLENNIAL : She's really more motivated than she might appear.
Workplace flexibility matters; so does an employer that's clearly
committed to more than just profit.
Employee Motivators: The Top 5 Methods

1. Create a Mission-Driven Organization

Organization should inspire their people with purpose. The company has to
make its common values and mission clear to every employee and manager.
They should view their work as pushing the business into areas that go well
beyond mere financial goals.

Create clear goals and measure progress. Jason Rhode, CEO of Cirrus,
believes that "morale and motivation in the workplace come from having a
meaningful and worthwhile goal, a reasonable plan to achieve the goal, and
being able to measure yourself making progress on the plan." He believes
that making "vision, plan and visibility" clear at both the corporate and
individual level "is a tremendously motivator.

2. Foster Personal Growth and Career Development

Know your employees' personal goals and interests.

Give greater responsibility.

Know what motivates the individual. You need to provide or create

motivation tailored to individual workers' needs and interests.

3. Award Recognition on a Regular Basis

It's important to recognize your employees' individual and team

contributions, both publicly and privately.

Hold occasional surprise celebrations for teams or individuals.

Let employees know you're hearing great things about them. As soon as you
hear positive comments about someone's work-from co-workers, managers
or customers-let that employee know, whether in person, by phone or by
email. This can also be a great employee motivator.
4. Listen to Employee Comments, Complaints and Ideas

Communication is the key to making members of your company's team

feel included when big decisions are being made. Encouraging your
employees to speak their minds in constructive ways can have
numerous benefits.

Let everyone have their say in a meeting. More important, team members
should feel that they are a part of the process and that their voices
mattered. Employees are more motivated when they feel needed,
appreciated, and valued."

Include employee input in meetings where goals and milestones are set and
install a suggestion box-and use some of those suggestions. This can be a
time to create solutions for problems such as lack of communication or job
resources, information silos, lack of challenge, or job dissatisfaction.

5. Encourage employees to be self directed

Encourage creativity, brainstorming, and self-directed teams and individuals.

Increasing an employee's levels of self-direction and independence can be
highly motivating. For example, giving workers the choice of what tasks to
do and what team to work with. This encourages them to master different
skill sets and tasks, which in turn increases their productivity, motivation
and expertise.

IMPLEMENTATION OF MOTIVATORS IN EMPLOYEES.

Motivation directly relates to the achievement of employees in the
workplace. Achievement in the workplace deals with the pride and
sense of accomplishment employees feel about their jobs and
employers. Managers who notice a decline in achievement must take
proactive steps to implement strategies to increase motivation and
employee morale. Neglecting to motivate employees results in
dissatisfied workers, which hurts productivity and causes employee
turnover.
We can implement motivators in employees by the following process :-

A) Recognize Employees
Employee recognition goes a long way toward increasing and
maintaining achievement. Employees who are valued for their
contributions desire to continue contributing and striving for success.
Managers who never thank their employees only cause a decline in
motivation. Managers do not need to purchase extravagant gifts as a way
to motivate employees. A simple thank you for a job well done makes an
employee feel like a valuable part of the team. Other ways to recognize
employees include a paid day off, a card expressing gratitude and
flexibility in work schedules. Employee recognition is most effective
when employees are earning fair wages and when the recognition is
sincere.

B) Quality of Life
Employers who emphasize quality of life motivate employees toward
achieving high levels of productivity. Many employees worry about how
to balance their work duties and personal lives, and these concerns can
negatively affect morale and performance. Employers can implement
flexible schedules and give employees the ability to periodically work
from home to promote quality of life. Incorporating quality-of-life
strategies in the workplace allows employees to remain focused on
completing their duties.

C) Provide Personalized Coaching

Employees lack motivation when they are not performing well but are
unsure of what they are doing wrong. Providing personalized coaching
helps employees improve their performance and achieve organizational
goals. A primary way to help employees improve their performance is to
offer feedback. Unlike an employee appraisal, feedback should occur
close to the time an employee completes a task. Managers should
provide feedback based on actual performance and not biased opinions.
Employees who sense a manager is biased when offering feedback will
further lack the motivation needed to achieve goals. When providing
feedback, an employer should listen and address the employee’s
concerns.

D) Monetary Incentives
Although many nonmonetary techniques work well to motivate
employees to achieve, it is hard to ignore the role money plays in
employee motivation. Monetary incentives, such as profit sharing and
performance bonuses, motivate employees to render quality products,
high levels of productivity and innovative and creative processes.
Providing monetary incentives directly benefits the organization because
highly productive employees positively impact the company’s bottom
line. Employees should receive monetary bonuses based on their
performance. Depending on money alone without implementing other
employee motivation techniques only motivates employees for a short
time.

Demotivators:
Bad Health: Stress is a hand luggage with people working in the IT
Sector. They are worked up with deadlines for a prolonged duration.

Lack of Growth: Lack of development and promotional opportunities

becomes a severe deterrent in their performance. This results in
slackened output and poor quality of work.
Poor Economic Scenarios: The job market with respect to the IT sector
has not only become more competitive by the day but also diluted. Lack
of a decent pay and better working conditions have truly demotivated
people to join this sector.

Constant Entry of New Employees: The existing employee immediately

loses their focus when new recruits start filing up the top seats,
effectively and efficiently. There is always a friction between fresh
recruits and experienced employees.

Wrong Evaluation: Due to the miscalculated assessment of employees’

performance by the top management, their performance level and
loyalty towards the organization falls. This results in labour turnover
and the generation of unheard grievances.

Conclusion:-
Finally in the end it would be worthy enough to recognize the
importance of Employee motivation for ensuring service excellence in
IT industry. Employee Motivation not only plays an important role for
service excellence but it is also very important for smooth operations of
the organisations. Wiley, C. believe “In order to attain to high levels of
performance, employers depend on their employees to perform at levels
that positively affect the bottom line. Thus, they must understand what
motivates them. Such an understanding is essential to improving
productivity and, ultimately, to ensuring the success of the company”.
The aim and objectives of the research topic are clear and the method of
survey and sampling seems to be the most suitable in order to collect
primary data and the literature review also proves the availability of
sufficient secondary data in the form of Books, journals and internet
sources. Thus it can be said that the Positivist and Phenomenology
paradigm , Pluralistic approach and methodology of Survey and
Sampling of the research topic, if carried out in a systematic and
organised manner keeping in mind the Ethics of research can be very
helpful in conducting a valid and reliable research.It is concluded that
the 50% of the employees are satisfied with their jobs. And 50% are not
satisfied with their bank job and the major reason is benefits and
incentives. Hence To improve the level of satisfaction of employees the
organization has to improve job description, work delegation and
training program and pay according to their qualification.