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The decision on how committed an employee will be towards the organization, division or team, depends entirely on the individual.
Therefore, the first step is to engage with each individual. Find out what makes him/her tick.
The purpose of this article is to know what to look for when you engage with the individual.
Use The Performance Pyramid
Aon Consulting did extensive research in employee commitment. They came up with the five drivers of employee motivation, also known as the performance pyramid.
In any case, I have found that the performance pyramid can provide some wonderful guidance to know what to look for when you engage with your employees.
Let’s have a look at the five drivers and see how it can help you to find ways to motivate employees.
Safety and Security Along with a physical sense of well-being, there must be a psychological belief that the environment is free of fear, intimidation or harassment. Rewards Yes, you knew it. Most people won’t come to work tomorrow if they win a big lottery today. This is the perception that the organization attempts to satisfy the employee’s compensation and benefits needs. Read more in this article about how to implement an incentive program than motivate employees Affiliation This is a sense of belonging. It includes being “in the know” and being part of the team. This is also where a difference in personal and organizational values can have a big impact on employee motivation. Growth Employees want to have the belief that achievement is taking place. I might feel safe, get all the money I want and feel part of the team. But if there are no growth opportunities, I might think about leaving the company. Work/Life Harmony This term speaks for itself. Someone might have all the rewards that they want, but he/she will burn out sooner or later if they don’t have the time to spend it on the other things they want. |
What Should You Do With These Drivers Of Employee Motivation?
While all five levels are important in finding ways to motivate employees, the key is to pinpoint where the individuals and the workforce are not having their needs met.Start by offering a safe, secure work environment and equitable compensation and benefits packages. This is the foundation.
But before you launch those new and trendy benefits, engage with each individual and take a good, hard look at the basics. The young smart upstart employee might not be as exited about that benefits program. His needs might be to use that money to buy a new sport scar. The opposite might be true for the 40 something baby boomer.
Some other pointers to keep in mind:
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Return from Ways To Motivate Employees to Team Motivation
Return from Ways To Motivate Employees to Sustainable Employee Motivation
