What is it that drives an employee? More specifically, what is it that causes an employee to WANT to do his or her job? After all, answer to this question is key to motivation of employees and employer happiness. And, even more important than knowing what it is that motivates an employee is whether or not this “motivation” is something that will cause an employee to go through motions of doing job or instill actual desire for a job well done in employee’s mind.

The answers to these questions and more are what should always be on every employer’s mind if they are to create effective, productive workforces. A lack of motivation is a true killer, as anyone certainly knows.

SHOW ME THE MONEY…OR NOT

Popularized by movie Jerry Maguire, staring Tom Cruise and Renee Zellweger, “Show me money” has become a commonly used term in society. And, often, this is basis for what most people think is at top of list for employee motivation. But, is it?

Naturally, higher pay is never frowned upon. There is not a person in world that couldn’t use more money. Between bills, children, higher education, and personal desires, among many other reasons, money is a factor that can never be ignored. It is a need that we must all have filled.

Many companies use money as incentive for motivation. Is this wrong? Not necessarily. Big pay raises and bonuses are always something that a person can use and these are things that will certainly never be turned down. Cash is a motivator that will always be popular. And, if possible, money is always a good choice to use for employee motivation because who doesn’t like money?

But, money should not be ONLY tool used from toolbox of motivation. There are many other choices for motivational increase. In fact, many employees who claim money is only thing that will drive their motivation higher do so because there is a lack of any other form of compensation. This frame of mind adheres to comment so often heard, “Well, they better pay me more money or give me a bonus because I’m sure not getting anything else out of working here.” In other words, there sure isn’t anything else employee is receiving that even remotely resembles compensation to increase motivation.

SOMETHING ELSE

Employee contribution is something that can increase employee motivation. If an employee is regularly able to contribute thoughts, ideas, and suggestions to problems at hand or regular work activities, that is a feeling of accomplishment which goes a long way. It makes an employee feel as though he or she is important and, hence, their motivation is elevated.

Recognition is another form of motivation. If all an employee hears is things he or she does wrong, opposite affect of motivation will occur. Of course, an employee is going to do things wrong, at times. But, they will inevitably do things right, as well. Let them know when this happens, always.

As I listened to Ms. Phelps describe Michael’s achievements, I realized that his story had many of secrets of success mentioned in my September article, Five Secrets to Creating a ‘Goal’ Medal Life. Let’s go over these five secrets again and see how you can apply them:

1. Create Passion with Goal Setting Ms. Phelps mentioned that Michael, after competing in 2000 Summer Olympics, was excited about experience. Michael told her he wanted to compete again in 2004 Summer Olympics. He had that burning desire to compete and win. So they sat down, developed goals, and mapped out a detailed plan for his success.

What do you have passion about in your career, your life? Have you put pen to paper and developed goals to achieve what you want in life?

2. Believe in Greatness Once Michael had competed in 2000 Summer Olympics and held his own, he now believed he could win swimming events in 2004 Summer Olympics; not only win, but shatter world records. He visualized standing on center stand with gold medal around his neck. He visualized what winning gold medals would look like, how it would feel, etc.

Have you visualized your “goal” medal life?