Motivation is an important component in an effective workplace. Motivation pushes groups forward, energizes staff and drives achievement. However, in order to truly utilize motivation in your workplace you must first understand the various types of motivation, and how they all work in an overall professional context.
People are motivated to do their best for the company. People who are highly regarded in their workplace are highly motivated to work best for the company. Employees who are highly paid or promoted know they will receive raises and promotions. Such incentives are a major source of extrinsic motivators such as salary increases. These rewards do not necessarily come with an intrinsic benefit of further success for the employee.
Employees can also be motivated to achieve personal goals. They may want to achieve pay increases for themselves or set aside time to improve their skills for promotions. Some may be motivated to achieve specific goals such as job satisfaction. By communicating with employees through personal communication such as phone calls or email, employers can foster loyalty and promote teamwork. If an employee knows they will receive recognition for their efforts, they are more likely to continue striving.
Extrinsic motivation comes from rewards from success. Recognition, bonuses, raises or promotions can be good incentives for employees to strive to exceed expectations. An organization that offers high commissions on sales or receives high volumes of traffic will gain customers and boost productivity. These are examples of extrinsic motivation.
Extrinsic motivation can be short-term in nature. It is often based on short-term rewards that are easy to obtain, such as a bonus or new promotion. This type of motivation is short-term, but can still have long-term effects on performance. For example, if an individual knows they will get a raise or bonus at some point, even if they don’t expect it, they are more likely to work harder and increase their chances of receiving that reward.
Self-awareness is the foundation for creating a sense of mastery. Employees need to know their core strengths and weaknesses so they can build skills needed for achieving success in their area of employment. Building on core competencies and learning about each employee’s core needs can help managers promote and maintain productivity. Core needs include physical, mental, and emotional needs. These needs are what fuel the individual’s passion, energy, and enthusiasm.
Employee motivation is about managing expectations. When an employee’s expectations are too high, they will not achieve the level of success they desire. On the other hand, if an employee’s expectations are too low, they might fail to achieve the level of success they expect. Motivational and development programs can help employees realize their potential and reach their full potential in the workplace. If employees know their abilities and what they can achieve, they are more likely to accept challenges, pursue opportunities, and exceed expectations. Employees need to believe they have the capability to achieve in order to attain maximum results in their area of work.
Employees are human and fall subject to the same human characteristics, such as seeking fulfillment, striving for excellence, and wanting to be recognized for effort and success. Because these traits are so common, understanding them and managing them effectively can improve employees’ morale, quality of life, and ability to perform to the fullest of their abilities in the workplace. Managing workplace motivation can be an important and difficult task. When done well, motivation promotes a high level of performance and contributes to employee advancement.
Rewards and bonuses are one of the most common forms of motivation in the workplace. While bonuses and raises may seem like a common form of motivation, they can actually hinder motivation. Rewards and promotions should only be used in situations where an employee is capable of achieving their goals without them, or only with the help of incentives. If an employee is repeatedly promoted and receives a large bonus, they may begin to feel that they don’t have any control or power in the workplace, which can lead to poor performance and poor bosses. Rewards and promotions should only be used in specific circumstances where the rewards and promotions will truly benefit the employee and their performance.
Different types of motivation exist in different types of workplaces. Building motivation in the workplace should take into consideration the type of motivation people have as well as their personalities. For instance, some individuals are naturally motivated by recognition while others are naturally more motivated by a financial reward. Someone with a natural interest in finance may become bored in the workplace if they are continually rewarded for taking their time with accounting. Workplace motivators can take a number of different forms.
Every person is different; however, there are several different types of motivation that exist in the workplace. Recognition, a good boss, recognition, financial gain, high social status, and personal advancement are all common types of intrinsic motivation. Understanding your employees and finding out what drives their behavior is the first step towards a productive and motivating workplace.