All the managers consider that the motivation is one of the most important things to reach in a team, in a company. It’s not new. But you have to understand something: there are two kind of motivations, and both should be addressed, not only one. The ideal worker of any manager is not only a motivated worker, but an engaged worker.
The difficulty is that people are motivated in different ways: some people need encouragement, some other need more, they need to enjoy the activity. It’s why it’s very important to understand well the different types of motivation.
So, there are extrinsinc and intrinsic motivations. What’s that? Ok, it’s simple, just think that the intrinsic motivation is based on an interest inside the person (enjoy the task itself), while the extrinsic motivation is based on an interest outside the person (examples: money, grade or trophy). But extrinsic motivation can exist under the forms of rewards or punishments. Only the intrinsic motivations are natural, not the extrinsic motivations. For the extrinsic motivations, you can’t make these motivations, you need to incentivize these behaviors.
Ok, imagine in your team you stop bonus, some people will stop to work, some other will continue. Those who will stop to work are extrinsically motivated.
Now, imagine you describe the weather of today. Naturally you will say: “The weather is nice.” or “The weather is not nice.” But it can be so so. You observe you simplify the reality of the world, and it’s an intrinsic motivation. The reason is that your brain needs for simplification, abstraction, and reduction the reality.
Now, you should understand better the difference between intrinsic and extrinsic motivations.
So, logically, you should say: “Hey! It’s easy, I just have to increase the salary, and the workers will be motivated!”. Sure, it works. But the productivity will be higher with engagement too.
“I heard the work ‘engagement’. Great! But what is it? Why to increase it? And how to increase it?”
In first, you need to understand the engagement comes from the work and the people around the individuals, not from the individuals them self.
It means you have to identify the motivators for each individual, then to find ways to satisfy these motivators. And it’s the job too of managers to set up conditions to increase the probability engagement can happen.
The most basic solution is carrots and sticks. It’s based on incentives and punishments. Ok, it works. But it requires you continuously pay attention to this. Instead of this, it’s much better to manager the system, not the individuals.
A lot of companies set up outdoor activities, team building activities, and so on. But it doesn’t solve at all the problem. If the system is engaging, it’s not useful; if the system is not engaging, the people will still be not engaged.
The best solution comes from a game, the Moving Motivators.
The CHAMPFROGS model can help you to understand the different extrinsic motivations, therefore it gives you the keys to develop the worker engagement.