Motivation is an important tool that is often under-utilised by managers in todays workplace.

Unmotivated employees are likely to spend little or no effort in their jobs, avoid the
workplace as much as possible, exit the organisation if given the opportunity and produce
low quality work. On the other hand, employees who feel motivated to work are likely to be
persistent, creative and productive. (Carla Valencia) Managers use motivation in the
workplace to inspire people to work, both individually and in groups, to improve
performance, raise morale and boost productivity. (Lisa McQuerrey) Managers need to get to
know their employees very well and use different techniques in order to motivate each of
them and increase performance in the workshop.
As a manager, it is the responsibility to decide on goals for the employees. Employees
without goals will be naturally aimless. Therefore, manager need to provide them with clear
achievable goals and make sure the goals that set align with the organisations mission and
strategy. (Amanda, 2014) Manager must make sure that the employees are clear and
understand, accepts and commit to those goals so that the they understand what they are
expected to do. The more the manager involve their employees in setting goals, the more
committed to those goals they are likely to be. The progress towards goals must be
measurable so that the manager can easily evaluate the employees performance. Since
employees are ultimately responsible for reaching their goals, there must be a discussion
between the manager and the employees on whether the goals are both realistic and
challenging. (Amy Gallo, 2007) Managers must show care and support to their employees in
achieving their goals so that a better performance and productivity can be achieved.
Motivating employees is about more than personality and vision. To help employees perform
their best, manager will provide feedback, the right kind at the right time. (Marilee B.
Sprenger, 2010). Many managers may not realise the importance of providing feedback to
their employees for the purpose of enhancement in organization growth and development.
When a right feedback was given at the right time, it helps improve the job performance and
promote professional and personal growth of employees. (Krista Moore, 2008) In fact,
feedback works on the emotional system in the brain. When people know what they are doing
well, they will keep doing it or even better. On the other hand, when people are doing not so
well, it enables the brain to use high-level thinking skills to decide how to do good work or
make changes to collect positive responses and work harder toward the organisation. By
providing feedback, it will guide and allow employees to learn as well as improve the quality
of work.
Employees, are describe as the glue to hold the ship together. They are the one that can in fact
have a positive and negative effect on reputation and success of organisation. (David Liddell)
The manager-employee relationship is one of the primary components to a strong
organisational structure. One of the elements of a successful manager-employee relationship
is trust. (George N. Root III) Managers must trust their employee and expect them to excel in
their endeavour. Respect and courage shall be given to the employees all the time to maintain
a strong and trustworthy relationship. When the sense of trust is strong between an employee
and a manager, it adds efficiency to workplace productivity and thus increase performance.