More and more managers are facing a period of so-called «stagnation» in the team, not knowing how to find a common language with colleagues and believing that employees can only be motivated financially.
An individual approach to employees, as well as to clients, is important – everyone has their own unfulfilled needs, interests, and often bonuses do not solve all problems. The effectiveness of bonuses is temporary; a permanent effect can be achieved only by using methods of material and non-material motivation in combination.
The effectiveness of a company’s motivational system is also influenced by its size – in small companies it is easier for managers to establish contact with employees and show a personal approach than in large organizations.
In his book «Drive: What Really Motivates Us», Daniel Pink discusses the essence of motivation and what really inspires people to achieve extraordinary results. Pink proposes a theory according to which motivation can be broken down into three main components – autonomy, mastery and determination.
Staff motivation is the ways and incentives that help people feel more interested, energetic and committed to their work. In simple terms, it is what inspires and motivates people to do their jobs well, feel satisfied with their achievements, and be more productive in the work environment.
Dedicated and motivated employees create a cumulative effect for the company – resulting in real and significant differences in profits. Attracting new employees is much more labor-intensive and expensive for the company than introducing a sustainable system of staff motivation.
Employee motivation statistics shows that many employees are motivated by financial benefits, opportunities for career growth and advancement, training and development prospects, flexible working conditions or additional paid leave. Others work toward goals and feel like they are contributing to something larger than themselves.
In the competition for talent, money is not everything. Many candidates choose companies with a wide range of intangible benefits. Thanks to the benefits, employees feel supported by their employer in matters of health, leisure and well-being.
Most often, a symbiosis of material and non-material motivation tools is needed. For example, an employee has a good salary, but he stays late at the office every day, although he dreams of spending the evenings with his children. Then no amount of money will keep him in such a job for long.
In addition, it is dangerous to build a motivation system only on finances. People quickly get used to good things. Having received a salary increase, the employee will be motivated at first. But in a couple of months his standard of living will increase, the bonus will disappear into the general budget, and the effect will end. To motivate a specialist again, you will have to increase his salary again.
The most dangerous trap that managers fall into is the belief that nothing motivates employees better than money. In fact, there are very few people for whom finances evoke a lasting and vivid emotional response. Typically, such people work in areas where they can directly influence their income, such as sales.
Every leader would agree that employee engagement is important. But why is employee motivation so beneficial? What real-time results can you expect?
Non-material motivation helps:
I identify 6 types of non-material motivation:
Each type is implemented using specific methods and methods, which can be collectively called tools. It is impossible to give an exhaustive list of tools – all depends on the budget and imagination of the employer.
As an example, here are several incentive options for each type of motivation:
When do you need to change the motivation system or how to understand that the existing system is not working? Answer the following questions and assess the state of the motivation system in your company:
HR expert Rebecca Ahmed talks more about creating a thoughtful corporate culture and the importance of creating clear and resonant company values in the minds of employees at TED Talks. A very useful video that uses simple examples to show how an accessible and effective company culture increases candidate interest in the company, increases employee engagement and motivation, and helps establish vertical communication.
Today, almost all companies use non-material motivation, but they are faced with a situation where it turns out that it does not work. It is very important for a manager to understand the needs of his employees, and direct conversation is important for this. Arrange quarterly check-ups to check your team’s satisfaction level and you can learn more about how to motivate your colleagues.