Identifying Motivators
The term 'motivation' can be used to describe anything which causes people to accomplish more than they would otherwise achieve. There are a number of factors which are non-financial and which provide high levels of motivation for employees.
|
|
|
These 8 factors fit closely with the theory of human resource development. For example, Abraham Maslow identified a hierarchy of needs that people want to fulfil through their work. At the lowest levels they require good pay so their basic needs for food, clothing and other essentials are met.
|
|
However, employees' needs also include:
Safety - a need to feel secure, e.g. through job security or personal protective equipment
Social - a need for affection, e.g. friendly work places based on trust, support and encouragement
Self-esteem - a need for self-respect and the respect of others, e.g. recognition and promotion
Self-actualisation - the opportunity for personal fulfilment, e.g. learning new skills and working towards personal goals.
When considering motivation programs, leaders must factor ways to keep their employees engaged and motivated by:
- developing good relationships with their staff
- providing the right materials, equipment and information
- encouraging employees to identify personal development targets
- recognizing and rewarding good performance
Smart leaders understand that motivated employees benefit the company by:
- working with passion
- coming up with new innovative ideas
- moving the company forward.
Adapted from: Businesscasestudies.co.uk
|
|
Monetary vs. Non-Monetary Rewards
One of the main incentives a lot of employers use to improve motivation is monetary rewards. But there's probably a bigger argument to be made for non-monetary rewards, which provide a great deal of alternatives to cold, hard cash, and have been shown to be equally - if not far more - effective. So which is best for your business?
|
|
| MONETARY REWARDS:ADVANTAGES |
MONETARY REWARDS: DISADVANTAGES
|
| Monetary motivation programs tend to be easy to understand for employees – “if you achieve this goal then you will get this financial reward.” |
Monetary rewards are often just paid as part of an employee’s salary, which means the reward disappears into the employees monthly outgoings, and isn't presented with any fanfare. |
| Monetary rewards appeal to all levels of staff, from the office administrator to the CEO |
It's difficult to sustain participant interest through monetary motivation programs over the long term. |
Money is a universal reward and the employee can then choose how to spend the reward in a way they suits them.
|
Not everyone is motivated by money; for younger team members, it might be about having more free time to travel, or for those employees with a family it might be about receiving leisure vouchers to use on a day out with the kids.
|
NON-MONETARY
INCENTIVES: ADVANTAGES
|
NON-MONETARY
INCENTIVES: DISADVANTAGES
|
Non-monetary motivation programs can boost employee engagement as the reward can be linked to key behaviours and integrated with an overall incentive theme. It also means that the employee can choose their own reward from a wide selection. |
If you are giving gifts as a reward, it can be easy to give the wrong gift, which shows that the company or manager doesn’t really know their employee - which in turn can be demotivating
. |
| With non-monetary motivation programs you can reward your employees almost immediately without having to submit requests to the payroll team and wait for the employee’s payday. |
Employees may have unrealistic expectations of the value of the gift, which can lead to disappointment if the gift does not have the expected perceived value.
|
Non-monetary motivation programs don’t have to break the bank. Simple things like a timely but public thank you, or small rewards, can create a passionate, hard-working team that is as committed to growing and improving the company. |
Some employees do not like to have the spotlight shined on them in a public presentation. Be sure to tailor your presentation methods to suit the different personalities on your team.
|
|
|
|
Coach's Corner: Easy, Non-Monetary Ways to Reward Your Staff
What might reward one employee could embarrass another. So the key to using this list is to personalize it. Pick the one that means the most to that individual.
1. Establish an employee of the week (chosen by business owner or peers).
2. Recognize an accomplishment at weekly staff meetings in front of peers.
3. Praise the employee privately in a one-on-one meeting.
4. Share customer compliments with your staff.
5. Rename the employee break room after a staff member for a day.
6. Write a note to the employee’s family about an accomplishment.
7, Celebrate a service anniversary.
8. Give a reward for the best idea that didn’t work.
9. Have staff give the employee a standing ovation at a staff meeting.
10.Give customers the opportunity to nominate staff for good service.
|
|
|
|
|
|
|
