Let's discuss how to motivate others. Traditional thinking tells us that reward and punishment are the best, most straightforward ways to get people to work harder, better and produce more. But is that true? Does it work for everyone? Or even for the majority of people?
Some companies struggle massively with employee retention. They lose their best employees while the worst stick around. Is that the inevitable fate of established companies, to be stepping stones for the best and brightest while gradually accumulating more and more dead weight?
Exit interviews of departing employees show that making more money elsewhere is seldom the decisive reason for leaving a company. Feeling that one’s job is not important or that one is not appreciated by colleagues and bosses is far more often the reason for leaving a job.
But what affect does money have on motivation? That is the subject of a book my Daniel Pink whose eclectic background includes a BA from my alma mater, Northwestern University, a Doctor of Law from Yale University, a stint as chief speechwriter to former US Vice President Al Gore as well as positions in the US Department of Labor.
Pink’s book “Drive: The Surprising Truth About What Motivates Us” gives strong evidence that once employees receive sufficient compensation to be reasonably comfortable in their lives, more money is only relevant for those who see high salary as a way to score success. Most people actually become less productive when the money they get continues to increase.
Instead he says that three things strongly motivate most of us: autonomy, mastery and purpose.
You can get a great synopsis of his book by watching a 10 minute video featuring the author himself produced by the Royal Society of Arts in the UK at http://www.youtube.com/watch?v=u6XAPnuFjJc.
How does this compare with your personal experience as a leader? If you agree with it, what do you do to provide these motivators for your staff members?
- Herb