Motivation

Moving Beyond Intrinsic Motivation

For years, the leading theory in motivation has involved extoling the virtues of intrinsic motivation over extrinsic motivation. However, the latest research indicates that even intrinsic motivation is not enough to gain optimal performance in the workplace. The newest results of research points out the legitimacy of moving beyond intrinsic motivation and assigning value to the work they do. As many people know, extrinsic motivation is based on tangible rewards that a person receives. This type of motivation occurs outside of the individual and can include fiduciary rewards such as money or emotional rewards, such as favoritism or an alteration of behavior based on what is received. Research has always pointed to the failings of extrinsic motivation as a temporary measure that cannot be sustained long term. The reason for these failings are two-fold: motivation will lag once the reward is removed or increasingly larger rewards have to be granted in order to sustain motivation. Another threat to extrinsic motivation is that the individual will start to feel overwhelmed by the work. Traditional studies on motivation point to intrinsic motivation as long-term and sustainable. Intrinsic motivation theory relies on the fact that good feeling of accomplishment. Intrinsic motivation is internalized to the individual and relies on the principle that work is its own reward. Therefore, it is considered more sustainable and long term. However, modern research suggests that while intrinsic motivation is important, it is not the end of the motivational spectrum. Modern leadership theory holds that in order for a person to truly remain motivated, that a sense of ownership must be involved. This increased sense of ownership creates three sets of optimal performance: Alignment, where an individual’s goals are in synchronization with that of the company. With alignment, ownership is implied because the person strives to what is in the best interest of the company and sees that as the same interest he or she holds. Integration, where implied ownership exists because the person sees an organizations goals as meaningful and purposeful. Inherent, where the company’s goals follow instinctual goals of the individual. Ownership is apparent because the goals of the company fall in line with the individual’s sense of self. In terms of employee motivation, moving beyond intrinsic motivation involves the positive influence of encouraging workers to take ownership of their work. In many ways, this ownership can be likened to that of any ownership relationship versus that of leasing. Owners tend to invest more time and care into something that belongs to them, assigning it value based on that stock that they have. Employees who value their product and see it as an extension of themselves will produce more in less time and of better quality.

How to Motivate your staff

Thinking of new ways of motivating your employees is a challenge especially for a company that has been in operations for many years. The need to keep your employees productive magnifies that challenge. However, whatever you do should be a reflection of all the contribution each employee has made to make a success, putting into account the diverse individual tastes. The human resource department can work with department leaders to ensure that what they do will be appreciated and valued, and will motivate the staff. When your staff is motivated, they will be energized to work harder and smarter. With that in mind, how then do you motivate your employees? Here are useful tips that can help you this year to turn around things. Say Thank You In the day-to-day running of the company or a department, you may not thank your employees enough for a job well done. Anytime is the prime time to do so. When you thank them, they will be inspired and motivated to keep doing a great job. Try something new this year, instead of sending out thank you emails; give each employee a handwritten thank you note. When the employee receives that handwritten note, they will feel appreciated and valued. Just the thought of their manager taking the time to write out the note will make them happy and motivated. Recognition in the Company Newsletter If your company produces a monthly newsletter, it will be a good idea to recognize the superstars of the month there. You can dedicate pages to recognize the employees who did well throughout the year, and in the various departments. Ensure that you make public the criteria you use to recognize staff so that each employee knows what they have to do to receive that recognition. The recognized employees will be motivated to keep up the good job and the once yet to get there, encouraged to add more effort. Overall, recognition is a powerful motivator. You can also take the recognition a notch higher by mentioning the high performing employees in the company social media platforms. Flexible Working Hours A contact center is a busy place, and the demands keep increasing especially during the festive season. When you plan their schedules well to give them more time with family, they will be more productive when at work. Given that the festive season spreads from one month to another, you can offer all the employees flexible schedules during the festive season. Another way that you can consider is to give them time off the phone. That time no matter how short will re-energize them thus motivating them to achieve more when on the phone. Motivating your employees does not have to be a difficult exercise that gives you sleepless nights. It should also not be an overly expensive affair that leaves the company accounts bleeding. You can combine the above three tips or use them separately. The key is to ensure that you touch each employee in a special way that shows him or her that you care, and you want to work together the coming years.

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