No question about it. The driving force that gets employees towards achieving their goal is motivation. Of course, we talk about motivation among company personnel, and the first thing that comes to mind is either money or promotion or both. Sure, that helps a whole lot. But, that’s just extrinsic motivation. That’s when you set goals, measure results and reward the achievers with various kinds of incentives. Obviously, those who didn’t perform too well will have to undergo moretraining. Or, it’s probably the right time for you to understand, appreciate and adopt intrinsic motivation as part of your company’s working policy.
While extrinsic motivation deals with those dangled rewards that could get employees to put in the extra mile, those who are intrinsically motivated won’t need them as much. These guys simply get turned on by the actual work they do. It’s the “high” or the “rush” they get from doing the tasks involved and the deep-down, self-fulfilled feeling when the job gets done, that truly motivate them.
The experts say employees are more likely to be intrinsically motivated when a company’s vision is strongly compelling, when its objectives are specific and clear, and when the corporate culture is one that is friendly andsupportive of all its employees.
The Downside Of Extrinsic Motivation
The goal-setting and getting the employees motivated and rewarding them with different kinds of incentives for what they’ve done and achieved is one of the best examples of extrinsic motivation. What happens here though, is that little attention, if ever, goes to the other inputs such as hard work, collaboration, cooperation and teamwork. It’s a situation where the top performers are motivated and the average guys get de-motivated.
The Best Solution: Combine Extrinsic and Intrinsic Motivation
You can see it makes sense to get these two types of motivation in place in your company. Now, that may be easier said than done, but getting these two elements in, should lead to unprecedented productivity and realisation of those corporate goals.
These two suggestions should help:
- Create a powerful, compelling corporate vision, map out a clear set of specific goals and develop a more employee-centered culture with improved working conditions.
- Recognize your employees for great outputs and achievement (extrinsic)and for their inputs like can-do attitude and close collaboration (intrinsic) that runs alongside your company values.
As a good leader, you should understand and appreciate the difference between these two motivations and use them to get your people really moving. Forget your whip! These work better!