Most people are intrinsically motivated by varying degrees of achievement, affiliation, or power/control. Supervisors present workplace goals based on these motivators.
Additionally, they must use extrinsic motivation properly by incorporating meaningful recognition into bonuses, incentives, contests, and prizes. Employees can also receive recognition that works by providing quality products and services to customers.
A workplace that allows people to contribute in a meaningful way will give their job purpose. Managers should find ways to help their employees take pride in their work and boost their team or organization's reputation in the community.
Creating an atmosphere of trustworthiness is a powerful form of intrinsic recognition. For example, Best Buy uses a system called ROWE ("results-only work environment"), in which employees chose how, when, and where their work is performed.
Supervisors only measure if the work is accomplished. This system demonstrates trust in employees and has reduced voluntary turnover and increased productivity 42 percent.
An organization can also show employees they are recognized by providing opportunities for growth. In-house vocational counselors are essential to helping employees find new areas of challenge and advancement.
People often leave a job to pursue growth opportunities in their career. By proactively encouraging and creating career furtherance from within, organizations retain valuable employees and foster company loyalty.
Fair pay, benefits, health insurance, vacation time, and a quality working environment also affect whether an employee feels recognized. People do not necessarily receive recognition from a fair salary and healthy work environment, but their absence will be perceived as a lack of recognition.
This article is based on the book 'Make Their Day!' The book summary is available online at Business Book Summaries.
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