3 Strategies to Increase Employee Motivation

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3 Strategies to Increase Employee Motivation

🔥 What are the main types of employee motivation strategies?
In the realm of personnel management, several strategies are being employed to motivate employees and enhance their productivity and job satisfaction. These strategies aim to create an environment that fosters employee engagement and loyalty, resulting in increased morale and performance. There are at least three distinct types of employee motivation strategies:
1. Intrinsic Motivation: This approach focuses on tapping into employees' internal desires and interests. It involves creating work environments that provide autonomy, opportunities for personal growth, and a sense of purpose. By aligning employees' values and goals with those of the organization, intrinsic motivation strategies aim to foster a genuine passion for the work and a commitment to achieving excellence.
2. Extrinsic Motivation: Extrinsic motivation strategies rely on external rewards and recognition to encourage employees to perform at their best. This typically includes a salary and incentives including bonuses, promotions, awards, and other tangible incentives. By offering tangible benefits for meeting or exceeding performance expectations, organizations can motivate employees to strive for excellence and achieve predetermined goals.
3. Social Motivation: Social motivation strategies focus on the social aspects of work and aim to create a sense of belonging, engagement, and camaraderie among employees. This can be achieved through team-building activities, fostering a positive work culture, promoting open communication, and recognizing and celebrating achievements collectively. By emphasizing the social connections within the workplace, social motivation strategies aim to enhance collaboration, teamwork, and overall job satisfaction.

It is important to note that these personnel management strategies are not mutually exclusive and are often implemented simultaneously or in combination, depending on the organization's culture, objectives, and the needs of its employees. By understanding and implementing motivation strategies that are most effective, organizations can create an environment that nurtures employee engagement, satisfaction, and productivity, ultimately leading to the achievement of individual and organizational goals.

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		4 Dr. Remenyi Coach, Austria
	Thoughts About Intrinsic Motivation In my view, there is only intrinsic motivation. It is the logical sequence of three steps: VISION: every person - except pathological cases - has a picture in her:his:their mind about a better, more fulfilling, happier life for her:him:themself, their families, their closer or wider communities, the whole world. CONTRIBUTION: every person also realises that this better world will not appear out of the blue but rather needs a certain personal active contribution. This is sometimes called the mission. STRATEGY: There are numerous ways to make this contribution, and each person makes a decision about a specific way for going about contributing. The result of these three steps is an idividual's MOTIVATION. It is what Simon Sinek calls WHY, WHAT and HOW. What management and society can do is to provide possibilities to activate these personal motivations to bring output for the employer and to keep them strong. On the contrary, every effort to openly or covertly motivate employees works the opposite way. In the end it is an insult, conveying the message that the employee is not showing enough motivation and effort in bringing the results agreed on. This can destroy - not the employee's personal motivation - but the employee's willingness to put this motivation into the service of this employer.

		1 Anonymous
	Strategies to Motivate Employees You might also consider following types/classification of motivation strategies: 1. Salary & incentives. 2. Learning opportunities. 3. Flexibility (working hours, working from home). 4. Appreciation / recognition (career advancement, promotion, inclusion). 5. Interesting work (industry, job). 6. Meaning (to be part of an appealing purpose, appealing values, sustainability, inclusion, corporate responsibility). 7. Challenge (start-ups, innovation). 8. Fun (colleagues, attractive products/services, corporate image/reputation).

		2 Jaap de Jonge Editor, Netherlands
	Drivers of Employee Motivation Thanks for sharing and participating. Another angle is that employees (managers, leaders) are driven/motivated by different main motivators, drivers of behavior. You will typically see that any person has one prime driver (although quite often people will deny that if it concerns themselves). These are those drivers of human beings (in random order): INDIVIDUALISTIC - A drive to stand out as independent and unique, ambition. ECONOMIC - A drive to make money, for return on investment, results. LEARNING/ANALYTICAL - A drive for knowledge, understanding, learning, vision. POLITICAL/POWER: A drive to lead, be in control or have influence. ALTRUISTIC/IDEALISTIC - A drive to help others, for meaning, change the world, make a difference. REGULATORY/ORDER - A drive to establish order, routine, discipline, structure. HARMONY/AESTHETIC - A drive for balance, harmony, connection, equality, social, sharing. HR can mix these drivers into the "Employee Value Proposition" of the organization (as well as in an individual job description) in order to attract a particular type of candidates .

		1 Norman Dragt Netherlands
	Motivation is also a System Result I came across a two hour lecture by professor Brian Klaas about power. About at 1°14' into his lecture he tells about a real world effect of how punishment affects people from different kind of cultures of corruption. What this real world experiment shows is that the system influences people differently, depending on their cultural background. So there is an interaction between a persons intrinsic motivation, the culture into which the person is born, and the system in which the person lives or works. Which means it is not enough to look at intrinsic-, extrinsic- and social motivation and how they interact. You also need to look at a persons background like his culture and your own system (company) in which that person with his intrinsic motivation works. And yes, this matrix of working system, intrinsic-, extrinsic- and social motivation makes it more complex. But depending on what you need to achieve or are willing to do, it can be very complex or very simple. And what is making it even more complex is that a persons motivation can change over time, with changes in their personal life or even in the lives of persons important to them. So you need to consider your motivational strategy not as a constant, but as a system changing over time.

		1 Helen Strong Business Consultant, South Africa
	Define the Motivators! The HR manager needs to first consider the vision and mission of the organization, before developing a motivation strategy which includes which motivators to introduce. What type of people will fulfil...

		1 Molokanova Professor, Ukraine
	Define the Motivators (Carrot and Stick) There are many different theories of motivation. They are typically based on different aspects of human values. The universal method of motivation can be considered the "carrot and stick" method. Howe...

		1 kayode Fayemi Entrepreneur, Nigeria
	Motivational Skills Motivational skills refer to the capacity to take actions to elicit a desired outcome, response or behavior. These skills encourage you or others to achieve your workplace goals. The motivational skil...

		2 Maurice Hogarth Consultant, United Kingdom
	Motivation versus Motivating Strategies No one is "unmotivated". Everyone is ALWAYS 100% motivated to do what they do; i.e. they have their reason (motive) for taking the action that they do. We can only do what we want to do. It may be a ...

		2 Molokanova Professor, Ukraine
	Let's not Idealize the Picture of the World @Maurice Hogarth: A sense of self-worth appears in a person only at the fifth level of values (according to C. Graves). And this is no more than 30% of humanity. People at lower levels of values devel...

		3 kayode Fayemi Entrepreneur, Nigeria
	3 Strategies to Increase Motivation 1. Start with individuals It's impossible to motivate your people if you don't know what drives them individually. Talk to them about their needs and aspirations and find out what motivation looks l...

		0 Maurice Hogarth Consultant, United Kingdom
	Feeling Good About what you (Were Motivated To) Achieve @Molokanova: Noting what Graves records from his findings etc., I suggest that it may be considered that the motivation that a person says drives them (e.g. desire for power / money) may be to do with...

		2 Dr. Remenyi Coach, Austria
	Reasons for Employee Motivation It is a great pleasure to participate in this high standard discussion. So here is my second contribution. Having looked into several hundred companies and organisations professionally as a consultan...

		1 kayode Fayemi Entrepreneur, Nigeria
	How to Improve Employee Motivation 1. Lead with vision Everyone wants to know that their efforts are driving towards something. What's the next step? What does success look like for the company? A destination helps to motivate the jou...

		1 kayode Fayemi Entrepreneur, Nigeria
	3 Strategies to Improve Motivation of Employees 1. Reward Accomplishments Employees place great value on workplace recognition, and studies have shown that most people enjoy public recognition more than any corporate gift. Employees who can see th...

		2 Osanyinbi Oluwaseyi Project Manager, Nigeria
	Motivation Depends on Culture and Education Level @Norman Dragt: I think that the factors that influence motivation could be culture biased. What motivates a person in the West may not motivate a person from Asia or Africa. And culture is the collect...

		2 kayode Fayemi Entrepreneur, Nigeria
	Tips to Motivate Employees 1. Choose the right leaders Assigning the right people to lead employees is crucial for employee motivation. Good leaders have the power to highly motivate and engage their people. 2. Coach your man...