Photo: Sunshine Coast Daily
Many managers and leaders believe that the best way to motivate others is with external rewards like money, promotions and threats (of losing money or a job, etc.) Meet your KPI’s and you will get a bonus— it’s motivation by carrot-and-stick. There’s one problem with the carrot-and-stick method - It’s completely outdated and it creates long term pain. Yet many organisations are still using this methodology today.
In life and in business, Intrinsic or Internal Motivation that causes people to things that will, enhance one’s autonomy, enable mastery of a valued skill & contribute to a higher purpose, will always be more powerful and influential in getting results.
Let’s take a look at some of the most valuable people in Australia’s society – the emergency service volunteer.
Why is it when the rain is pouring down and the winds are howling and while most of us are sipping our cappuccinos in our heated offices, that SES Volunteers don on their jacket to tarp a roof or cut down a fallen tree?
Why is it on Xmas morning when most of us are opening presents and spending time with our family. that our Volunteer Surf Lifesavers are down the beach standing guard?
The extrinsic rewards of money and promotion simply don’t exist for our emergency service volunteers . Yet year after year, we see these same individuals giving their time, why?
– Intrinsic Motivation is the answer!
But how does this apply to the workplace? How do leaders understand the motivational needs of their employees so that they can help foster intrinsic motivation like those of our emergency volunteers and create a better workplace where individuals contribute to a higher purpose?
The 4 Steps to creating a more motivational environment
Accept that motivation is an internal driver
Understand your own behaviours and the environment you create
Get to know your employees behaviours and their intrinsic needs
Build an environment tailored to their needs.
Example:
James is a young sales officer of 2 years in a small firm and provides a good support role to the team. He is very patient and accommodating with his peers always lending a helping hand. James is laidback however approaches his tasks in a methodical way and tends to be cautious. He has photos of his friends and family all around his desk and enjoys the lunchtime conversations with everyone.
You have a proposal to write for a potentially large account. Since you are away on business you decide to delegate it to James at the last minute.
How to demotivate James
Give him the tasks of writing a proposal by himself
Telling him you are getting Peta to do the same thing and whoever comes up with the best proposal will get the account
Ask him to move into a temporary office because of the importance of the proposal
Two day before it is due make drastic changes to the scope of the proposal and expect him to make quick and effective decisions.
How to motivate James
Let him collaborate with Peta on the project and think 2 heads are better than one
Be clear about what is expected of him and don’t skip the specifics
Plan ahead and give him plenty of warning when a change is coming
Let him work in his usual desk but ask him to maintain discretion when required
Ask for his ideas, provide encouragement, offer him praise but don’t put him in the limelight.
Understanding people behaviour and what motivates them is one of the most difficult tasks for a manager, but it is also the key which will unlock enormous performance and job satisfaction for everyone.
Which approach do you and your employees prefer?
See our Motivational Management program for more on how to create a powerful and motivational environment.