More on Motivation

We are all motivated differently and being aware of the nuances of motivation will make you a better leader. Intuitively we know that employees find motivation in work that matters and that makes a contribution in a larger sense. What else motivates employees?

The results of a 2007 study by global HR consultancy Hewitt Associates show that compensation is not the number one motivator for most. They researched high potential performers in seven Fortune 500 companies to examine the key drivers that inspire them to exceptional performance. The top six items on that list were:

1. Job Fulfillment/challenge
2. Total Compensation
3. Opportunities for Advancement
4. Good Work/Life Balance
5. Being Linked to Business Results
6. Integrity

Are you surprised to see that compensation isn’t listed as the number one motivator? Daniel Pink writes in his book, Drive http://www.amazon.com/Drive-Surprising-Truth-About-Motivates/dp/1594484805/ref=sr_1_3?s=books&ie=UTF8&qid=1319567268&sr=1-3, that research has shown over and over that a big paycheck—or the carrot on the stick—is not the key driver of your best performers. To be sure, people have to feel that they are paid enough and that they are treated fairly, as the other factors on this chart indicate, but once those needs are met, the most powerful driver is intrinsic motivation.
In short, Pink’s theory distills down the six motivation factors found in the 2007 study into three necessities:

1. Autonomy
2. Mastery
3. Purpose

If we take a look at autonomy we understand that we have to allow people to be self-directed. This encourages intrinsic motivation which is the drive to do things because they matter. Money is extrinsic and destroys motivation.

You don’t have to provide these in abundance (like full autonomy) in order to encourage intrinsic motivation. Even a little change in the work environment toward these things can make a big difference. Your challenge then as a leader is to figure out how to provide those opportunities to your employees.

There are five things that you can do to motivate your employees to care about their performance.

1. Know them
2. Grow them
3. Inspire them
4. Involve them
5. Reward them

This is a simple list that can make a big difference. Do you know what motivates your team? If not, have you asked?