Perhaps you saw a few groggy faces this morning, heard a couple less hellos, or maybe even witnessed some snoozing in the break room. Needless to say, the pre-holiday build-up is far more exciting (and productive) than going back to work…
That is, unless you love what you do!
Motivation is a fascinating yet complex concept. It comes in all shapes, breadths, and sizes. Are we talking about intrinsic or extrinsic factors? Achievement, incentive, or fear based? How far does this motivation extend, and is it enough to positively impact an organization in terms of ROI or overall culture?
Understanding the science behind employee motivation is a crucial factor in combating low employee satisfaction and productivity levels in addition to high costs. For example, if you know most of your employees respond positively to peer-initiated stimuli in terms of motivation; it might be wise to invest in some sort of peer-to-peer recognition program. On the other hand, if your workers are more self-motivated, perhaps it would be beneficial for you to understand why. Why do they have such a strong inner drive, and how can you as an organization sustain and strengthen that more-than-outstanding feature?
Let’s take a step back. When was the last time your organization sent out a company-wide survey, asking what motivated your workers?
Be warned: answers may vary.
But there does seem to be a consistent list of 4 top motivators in high-performing companies according to a recent study by Towers Watson titled “Tracking People Priorities and Trends in High Performance Companies,” as highlighted in a recent Forbes article. According to this study and article, there are a handful of significant motivational components that correlate with the success of top performing U.S. companies. Let’s take a look:
1) Career Opportunity: Having the ability to move up within an organization gives employees the optimism needed to continue reaching goals on a daily basis.
2) Empowerment: “Open, supportive” company cultures are far more successful than ones who stifle employee ideas and contributions. Respecting and tolerating others is a healthy attribute that is common in most high-performing U.S. companies.
3) Rewards and Recognition: When employees feel appreciated, they also feel a strong desire to give back to their organization. This type of system promotes the manager-employee relationship and reemphasizes that employee contribution is valued. In turn, psychological needs of employees are met consistently and effectively.
4) Leadership: High performing companies, on average, have the uncanny ability to communicate with all areas of business, regardless of the hierarchical chain. It is no surprise that strong management builds strong work ethic and productivity rates.
Perhaps it is time to make a change; if you want to be the best-in-class, you have to follow best-in-class protocol. By implementing an employee incentive program, you can attain that extra boost of motivation which seems to be an integral part of our nation’s top performing organizations.
Tell us, how do you plan on motivating your employees for 2015?
About the Author
Deb Broderson comes to Perks with 30 years of diverse experience leading channel marketing, marketing operations and program management teams within the technology industry. Deb has provided strategic direction to Fortune 500 clients, developed and executed global, multi-channel, go-to-market strategies and created worldwide field marketing organizations. Deb has worked on both the agency and client-side of the business, providing a well-rounded perspective to client challenges. Deb was honored as one of the Top 50 Channel Chiefs in North America by CRN.More Content by Deb Broderson