Your MSP company is going to have a difficult time forcing motivation, but there are operational designs you can put into play which facilitate such ends naturally. Several to consider include:
Don’t Forget About the Money
Your MSP company will seldom encounter employees who are interested in working for you simply for the pleasure of having proximity to machines. Even if you find such technologically altruistic personnel, they’ll eventually grow bored once they’ve hit a plateau. You need to have monetary incentives in play which are competitive in comparison to other MSPs that are part of your market. Additionally, you need to have a career path of increasing financial gains going forward.
Have Another Plateau Once Financial Needs are Met
Money isn’t everything, however. Once employees are in upper management with you, then there’s only so much your MSP can do to remunerate them. At that point, motivation must come from somewhere else. Giving those in such a position more control over the projects they manage can be one mode of motivation, another might be allowing them the ability to develop new solutions internally. Leadership and outbound scouting of potentially lucrative avenues of expansion are additional motivators worth considering.
Ensure Those Who Deserve Recognition Receive It
When someone does well, you need to recognize that across your company. Employee of the month placards can be useful— so can financial incentives presented at company meetings when one or another of your workers meets or exceeds a goal. Recognize good workers, and they’ll strive to receive such recognition again. Ignore them, and they’ll strive to remain hidden. The squeaky wheel gets oiled, but the nail that sticks up among the rest gets hammered.
An MSP company which properly motivates personnel owing to financial remuneration, external motivators, and proper recognition, is apt to expand competitive viability and sustainability through enabling of workers. Remember: motivation is essential.