Would you like to know what motivates people to do a good job at your company? How managers can make sure the work focuses on their key motives? Extrinsic motivation (pay, benefits, status, bonuses, commissions, pension plans) is a powerful motivator in command/control situations. But in today's organizations, where managers expect workers and teams to self-manage their work, intrinsic rewards are essential. This guide offers detailed information about motivators and incentives that influence the company bottom-line, turnover, and employee and customer satisfaction.
Each employee is unique, so is the motivation. If your only provide cash reward, you miss the opportunity to provide each individual with a unique incentive that fits their personality and needs. This step-by-step diagnostic tool, with its reproducible scoring graphs, discussion points and thorough list of incentives, helps you create progile to tailor the perfect incentive program, and can be used over and over as a job aid managers can refer to when considering how to energize employees.
Learning Outcomes
- Discover which reward has greater influence on individual’s performance.
- Learn to assess roles, tasks or positions that do not provide the right performance motives.
- Understand and appreciate the advantages of using intrinsic motivation.
- Provide a sense of purpose or meaningfulness, a sense of competence from performing work activities well, a sense of progress, and the ability to choose how the tasks are performed.
The 15 Personal Motivators
• Affiliation: The need to be part of a group and to be associated with a great organization.
• Self-Expression: The ability to express ourselves individually and uniquely through work.
• Achievement: The ability to accomplish challenging goals and pursue excellence.
• Security: The need for stability to reduce worries and stress.
• Career Growth: The ability to grow and develop in our career.
• Excitement: The ability to seek new experiences and enjoy life through work.
• Status: The ability to increase our standing through accomplishments.
• Purpose: The need for direction and a work with significant meaning.
• Competition: The ability to excel in relation to other individuals or groups.
• Recognition: The need to be appropriately recognize for our contributions and to receive positive feedback and support from the group.
• Consideration: The need for a friendly and supportive environment where people take care of each other.
• Autonomy: The need for control over our own working life and the ability to choose the conditions and aspects of the work.
• Rewards: The ability to earn significant rewards or wealth for our work.
• Responsibility: The ability to play a responsible leadership role with power.
• Personal Needs: The ability to satisfy important outside-the-work priorities.
