Get Your Organization Energized – Without Spending a Dime

One of the biggest criticisms we’re hearing about the causes of the 2008 recession is the idea that businesses became locked into short-termism, seeking to generate profits quickly, while casting aside long-term growth and vision.

Real challenges are far more invigorating than forced leisure.
– Daniel Pink

Encouraging Intrinsic Motivation – Learning From History

As the sheer scale of the economic crisis folds, consumers, employees and businesses are all reassessing their core values.Companies that will prosper and come out of the other side of the recession are the ones who cultivate a base of core customers and loyal employees.

Economic crisis provides companies the opportunity to explore ways of motivating and energizing employees, who can be discouraged seeing co-workers losing their jobs and wondering if they are next in line. Financial incentives do have an effect on motivation, but it is locked into the old, short-term way of thinking.

Generally, we are motivated by two different reasons. We either do some things for what we call extrinsic reasons. Namely, you work for forty hours a week so you can get a paycheck at the end. And you don’t really like the job much but you want the paycheck to do things with that you will enjoy. So that’s extrinsic because the reward comes after the activity from the outside.

Now, flow is a type of intrinsic motivation, that is, there you do what you’re doing primarily because you like what you’re doing. If you learn only for external, extrinsic reasons, you will probably forget it as soon as you are no longer forced to remember what you want to do. Nor will you be motivated to learn for its own sake. Whereas if you are intrinsically motivated, you’re going to keep learning as you move up and so you are in this lifelong learning mode, which would be the ideal.
– Mihaly Csikszentmihalyi, Ph.D., psychologist and author of the book, Flow: The Psychology of Optimal Experience

Forward thinking leaders are taking the opportunity to change. They know that funds spent on employee morale and incentives are sound investments for their future.

4 Myths About Motivation

1. You Can Motivate People: You cannot motivate anybody. A leader’s job is to create an environment where people can motivate themselves. Everybody has goals and ambitions. A good leader recognizes this and aims to help staff realize their goals and ambitions.

2. Fear Is A Good Motivator: Fear may be a temporary motivator, but ultimately ineffective. Using fear is a sign of weak management.

3. What Motivates Me Will Motivate Other People: You reached your position because you had your own goals and ambitions. Allowing other people to grow and take on new challenges is the key to motivation.

4. Money Is A Good Motivator: Money can motivate, but it must be used carefully and is generally only a short-term solution. Making sure that your staff have a living wage is one thing, but incentive related bonuses can have a very negative effect and can actually be, over time, demotivating.

Energize Your Organization: Motivate Without Money

Does Money Motivate People? Will spending more money create more success in work? Studies have shown that, for people with comfortable salaries, non-financial incentives are far more powerful than cash bonuses for building long-term motivation.

A McKinsey Quarterly survey showed that non-financial motivators are critical in fostering motivation. Three non-financial motivators outperformed the leading financial motivators: Praise from line managers, leadership attention and the chance to head projects and task forces were far superior to cash bonuses, wage increases and stock options. Non-financial incentives show employees that the company values their input, cares about their wellbeing, and creates opportunities for career changes and growth.

Too many organizations… still operate from assumptions about human potential and individual performance that are outdated, unexamined, and rooted more in folklore than in science. They continue to pursue practices such as short-term incentive plans and pay-for-performance schemes in the face of mounting evidence that such measures usually don’t work and often do harm. Worse, these practices have infiltrated our schools, where we ply our future workforce with iPods, cash, and pizza coupons to “incentivize” them to learn. Something has gone wrong.

– Daniel Pink, former speechwriter for Vice President Al Gore, best selling author of A Whole New Mind: Why Right-Brainers Will Rule the Future, and Drive, The Surprising Truth About What Motivates Us

So How Do Leaders Encourage Employees And Improve Performance?
Practical Ways Businesses Can Improve Performance
…continued in Ebook: Success in Work

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