Motivation – one size does not fit all!
We are all different in many ways –motivation at work is one of them.
While the majority of employees are likely to be motivated in some way by material reward – especially when they are building their career/ lifestyle – other factors arise in different combinations.
There are a number of motivational theories out there – Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory and David McLelland’s Three Needs (Power-Affiliation-Achievement) – which are all worth reading more about.
From the responses of delegates on management courses (and drawing on the above), I’ve summarised 9 different motivation drivers which, from a practical standpoint, a manager can tap into. Read on below to find some tips on how to motivate and demotivate each type. Note that any one individual is likely to have many of these drivers to some extent – however, it’s likely that three or four will be particularly relevant. There is no meaning in the order here.
- Belonging – community, acceptance, friendship
- Security – comfort zone, routine, stability, long-term
- Appreciation – feel valued and recognised
- Growth – challenge, learning career advancement, variety
- Specialism – chance to be an expert
- Freedom – to work in the way they want
- Power – control over and responsibility for people and resources
- Meaning – making a difference, the contribution that achievement of tasks makes
- Ideation – problem solving, creativity, contribution of suggestions
Belonging
Motivate by…Encouraging teamwork, social activities
Avoid…A culture where interaction is difficult, lone or home working
Security
Motivate by…Emphasising continuity and evolution rather than revolution, communicate change in practical terms, give reassurance in times of change
Avoid…Radical change without explanation, uncertainty
Appreciation
Motivate by…Giving feedback, demonstrating the value they bring, recognition for good work, awards/certificates
Avoid…Ignoring them or giving credit to others
Growth
Motivate by…New objectives and challenges, providing development, working towards promotion, mentors
Avoid…Routine, lack of investment, no opportunities for progression
Specialism
Motivate by…Allowing them to develop expertise and to be the go-to person or mentor for others, specialist training, research into their area
Avoid…Underusing their knowledge and talent, not allowing them time or investment to keep their expertise up to date
Freedom
Motivate by…Allowing them to input to the design of their job, flexibility in working arrangements, working independently/self-directed
Avoid…Micromanagement, strict rules
Power
Motivate by…Empowering with responsibility for people and budgets, give leadership on projects
Avoid…Taking decisions away from them, no responsibility
Meaning
Motivate by…Reinforcing the difference their work makes to things that are important to them (will depend on the individual), align work to things they are passionate about
Avoid…Giving them pointless or meaningless work (in their eyes)
Ideation
Motivate by…Involving in creative thinking/ideas sessions, ask for their suggestions, allow a relaxed approach to working where interaction and a sense of play are possible
Avoid…Routine, red tape, procedures
Which are your top 3? And how do they get fulfilled in the working culture you are in? What might be demotivating you? What do you notice about your team members and how they might have different drivers to you? One size does not fit all!
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Get in touch to find out more about coaching
If you’re interested in developing your self awareness, communication or management skills, confidence, time management or just getting focus on your goals, do get in touch to discuss. I believe everyone has the potential to improve their performance, motivation and happiness – coaching works because you become accountable to an external person who is a source of encouragement and support – as well as challenging your barriers.
Email Zoë Whitby: zoe@zwcoaching.co.uk
Call on: 07919 201128
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