What is it 'exactly' that motivates people? Prestige?Money? A key to the executive bathroom?
Honestly, I doubt weather any of them individually that well or for very long. Yes we all need money. We have to feed and house ourselves and our families and a majority of people want to enjoy a lifestyle that allows some luxury, but beyond the basic needs of survival it's the desire for money that is the key motivator, not the cash itself.
Why do we desire money? In the short term, if we've never had much money in the past, it may to begin with be for material possessions that we think show status and success, but in the longer term it's probably not so that we can fuel our consumer society.
It's much more likely that we crave the recognition of a job well done, that an unexpected rise in salary implies. We all want to be thought well of, to know that we are contributing, and that we are considered to be an essential member of the team.
Yes, a hike in wage says that - but it's the thought that counts.
What for example, is likely to be the greater motivator, a 20 percent increase that the employee had to wait for, fight for and threaten to leave for, or a 5 percent increase given freely when it wasn't expected?
What's more romantic - a big bunch of expensive roses on your wife's birthday (just like you get her every year) or a bunch of classic daises collected from the garden for no reason?
What's more, small increases can be given often, multiplying the motivational effect. But there's certainly more to life than money.
The biggest motivator of all must be recognition and appreciation and the simple words 'thank you' that many employers forget.
Yes, good business is fair trade, the employer employs, the workers work, at the end of the week it's all square. But just saying "Thank you, I really appreciate all you have done this week, well done!" is much more powerful than a few extra pounds. But of course both would be better!
There are lots more things that employers can do to attract, motivate and retain the very best people. Here is a short list:
- Be flexible, allow people the time they need to live their lives. If they need to leave a few minutes early, allow them to. The time will come, when the big order comes in, and the time can be repaid.
- Remember a birthday.
- Buy something thoughtful for Christmas.
- Give a small gift for no particular reason.
- Write a personal letter to your team members.
- Include employees in major decisions, get their input and ideas.
- Reward team members with responsibility.
- Delegate some good/exciting tasks (not the ones you don't want).
- Take staff to visit clients.
- Take people out for lunch occasionally.
- Include some overseas travel if this is possible.
- Map a career path and show how you are working to help them achieve this.
- Allow their job to evolve to match their interests and talents.
This list could go on for pages. But the important message for employers is that staff motivation doesn't have to be expensive, but the cost of replacing good staff members is!
If you treat people well and show them that they are valued, money is of a lesser importance. If you don't, high wages is the only tool you'll be will be left with.
Remember too, something small given freely and unexpectedly is far more powerful than something large given under pressure.
In short it's best to get in early with the daises rather than at the last minute clutching the roses.
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