One of the most typical problems for companies is the lack of motivation among employees. In most cases, HR and company managers resort to implementing KPIs to solve this problem, believing that this will help to increase productivity. Although KPIs give employees specific goals and companies the ability to track performance, they are not very effective as a motivator.
The problem with KPIs is that they turn work into a series of boxes to tick rather than encouraging people to perform their tasks with joy. Employees are more likely to worry about accomplishing tasks, but not about corporate goals or individual development. This can lead to stress, unwillingness to work and even burnout, as KPIs can be perceived as pressure rather than motivation. In addition, fulfilling KPIs is often disengaging because it is perceived as a lack of empowerment and can lead to a “working to rule” mentality. This is quite the opposite of the intended attitude of entrepreneurial thinking and acting.
Thus, instead of focusing on KPIs, companies should pay attention to the idea of ownership and purpose of work and the connection between the tasks and the overall goals of the organization. This makes employees feel more valued and have a sense of belonging in the organization since they know how they contribute to the overall goal of the company.
Also, creating possibilities for development can help to bring the passion back and increase the level of interest. Whether it’s in skills training, leadership training, or problem solving activities, providing the employees with opportunities to go beyond their normal work activities helps them to feel that they are masters of their work. The same way that granting employees more decision-making authority and delegating responsibilities to them results in increased motivation because it fulfills the need for self-actualization.