To understand employee motivation, the concept of intrinsic vs extrinsic motivation is important. Extrinsic motivation is when people want to do a good job because it helps them achieve something else. I want to excel in my career so that I can be rich. I want to get good grades because my parents promised a prize. Intrinsic motivation is when people want to do a good job because they want to do a good job. I find what I do meaningful. I enjoy doing what I do.
This is not to say extrinsic motivation doesn't work. It does, and sometimes it works very well. Sales incentives, bonuses, promotions. But once it is achieved, or when it is taken away, is the employee still driven to do a good job? I have witnessed first-hand how well a profit-sharing scheme worked in boosting sales over three quarters, and how sales immediately stalled when the scheme ended.
As leaders, we must help our people discover their intrinsic motivation. That is what lasts, and that is the stronger motivation. Taking pride in your work, finding meaning in how your work serves the world, and being part of a supportive and high-performing team. There are more. The driving force is different for different people. We cannot enforce one. There is no single answer. We help people find their own answer.
No comments:
Post a Comment