Employee motivation can be quite a challenge. The conclusion on how committed a worker will be towards organization, division or team, depends seen on the average person. Therefore, the first step to employee motivation is always to engage every individual. Find what makes him/her tick. The purpose of this article is to be aware what to consider once you build relationships with the average person.
Many leaders increase the risk for mistake of applying one particular motivational strategy to all of their employees. The simple fact from the matter is always that something else entirely might motivate different employees. How do we find the correct formula per employee?
The Loyalty Institute at Aon Consulting did extensive research on employee commitment. They came up with the five drivers of employee motivation, also called the performance pyramid.
It really works nearly the same as Marslow’s Hierarchy of Needs the location where the first amount of motivational needs first required satisfied, before a requirement arise in the next level. It had not been intended this way. It just happened to workout like that.
The performance pyramid provides some wonderful guidance to understand what to consider whenever you build relationships with the workers. Let’s take a look at 5 levels and see the way it will help you to find solutions to motivate employees.
Level 1: Safety. As well as a physical a feeling of well-being, there needs to be a psychological thought the surroundings is freed from fear, intimidation or harassment.
Level 2: Rewards. Yes, you knew it. Many people won’t come to work tomorrow if they win a major lottery today. This is the perception how the organization attempts to satisfy the employee’s compensation and benefits needs.
Level 3: Affiliation. It is a feeling of belonging. It provides being “in the know” and being a member of the c’s. This is also the place where a difference in personal and organizational values could have a big effect on motivation.
Level 4: Growth. Employees wish to have the belief that achievement has taken place. I may feel safe, get the cash I’d like and feel section of the team. In case there isn’t any growth opportunities, I might take into consideration leaving the company.
Level 5: Work/Life Harmony. This term speaks by itself. Someone could have each of the rewards that he/she wants, but he/she will burn up at some point when they don’t have the time and energy to spend it on the other half things they desire.
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