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Motivation considerations across the Process Steps

In this section, you will learn:

  • How to apply Motivation considerations across the Process Steps
  • The recommended Motivation tools and Key Performance Indicators (KPIs) for each Process Step

The foundation of the Motivation pathway is that supervisors have the knowledge, skills, and enabling environment to provide feedback, recognise good performance, and conduct supportive supervision and performance management. Methods such as financial and non-financial incentive programs apply strategies that have been developed in the private sector. Building a sense of ownership among employees by ensuring that workers have authority to make and implement decisions has been studied among employees in the commercial sector. Management research has also shown that when workers feel greater ownership for their work, this positively impacts performance and job satisfaction. Some elements of Motivation are cross-cutting across all four Process Steps. The Motivation pathway assumes:

  • Supply chain workers are motivated to do their jobs. If supply chain workers are not motivated, they will not be as productive in the workplace.
  • Good performance is supported within the system, supply chain workers understand and care about their role in the health care system, and supply chain workers have a sense of ownership.
  • Poor performance is corrected, and good performance is recognised and rewarded and leads to career advancement.
  • Financial and non-financial incentives and performance management policies are in place.

How Motivation interacts with each Process Step

Explore how Motivation interacts with each Process Step and the recommended tools by clicking ‘Find out more’.

Key Performance Indicators (KPIs) for Motivation

You can use the following KPIs to measure progress towards achieving expected outcomes (see the People that Deliver library of competencies and designations for more KPIs).

  • Number and percentage of employees recognised by formal recognition systems.
  • Bradford Factor 1: D (S x S), where D is the total days of absence over a set period and S is the number of spells of absence over the same period.
  • The average level of reported staff satisfaction.
  • Performance management policies exist.