Maybe you still have problems with employee performance. As a manager, you certainly want your employees to have high performance. In fact, between the desire and the fact is sometimes not the same.

There is always a problem you are facing. In fact, it could be your employee has worked for several years, with minimal graduate diploma. Why performance motivation has always been a problem?

Discussing performance motivation of employees, then it is associated with factors that affect it. Among them is unclear roles, lack of competence, diversity that employees have a value system, different preferences, and lack of appreciation.

1. Clarity of roles of employees.

The clearer and terinternalisasinya description of the role among employees and managers tend to be increasingly little chance of the deviation of performance. In contrast, unclear role of employees, their performance will lead to decreased motivation, bagkan vanish altogether.

2. Employee competence.

Competence is divided into two:

- Competency “hard” form of knowledge and skills

- Competency soft (soft skills), such as attitude, work ethic, motivation, initiative, creativity and empathy.

The higher degree of competence of employees is the higher the motivation of its performance.

3. Work Environment.

Work environment is divided into:

- The physical environment (work facilities, including the working equipment, room, chairs and tables, electricity, air conditioning, low noise, and safety devices)

- Non-physical (in a participatory leadership style manager, compensation, quality of vertical and horizontal relationships such as solidarity and social environment).

The more comfortable working environment, the higher the motivation of employee performance.

4. Value System.

The value is a belief about how to behave and the desired end goal of individuals, and is used as a principle or standard in his life. The conflict between managers and employees could be due to differences in values about the size of the affected job performance, whether viewed from the process or outcome, or a combination of both. Motivation system greatly affects the value of employee performance.

5. Preferences.

The meaning is the degree of liking or preference for a particular job. Employees belonging to the theory of Y (like working, disciplined, and responsible), any type of work tends to be ready for execution. But there are a small portion of employees belonging to the theory of X (not like working, lazy, and irresponsible), then the process of employee performance and motivation is low. Managers should be able to identify the degree of preference given to employees’ jobs.

6. Award.

Every man needs an award from the others. In the field of employment, an award which takes the form of financial compensation of employees and non-financial. Financial compensation may include salaries, wages, incentives and bonuses. Non-financial compensation can be a career path, a plaque of achievement award, and thanks. Awards are a vital element in building employee motivation and satisfaction performance.

Not all factors related to or had significant effect on employee performance motivation. It is closely associated with the type of organization whether profit or nonprofit oriented; whether state or non-SOEs.

Motivation is also closely related to employee performance with organizational competence factors, the scale or size of business organizations, the characteristics of the company as a learning organization, characteristics of employees, type of work, organizational culture and leadership style of managers in the organization. Thus the factors that influence tends to vary and is very situational in accordance with the conditions of companies or their respective organizations.