To Motivate Employees, Tap Into Their Internal Drive
Keeping top talent is more important today than ever before. Many studies show that employee engagement generates business results.
That’s likely why to increase employee motivation and engagement, many organizations are going above and beyond in terms of compensation, stock options, and bonuses.
Some companies are even caught in an “arms race” of ever-escalating unusual perks to attract talent, like leasing hybrid cars to workers or paying for employees’ weddings — showing that creativity of such benefits may know no bounds.
And such extrinsic rewards are clearly motivating for many people.
But as important as compensation and benefits are for motivating employees, we know they are not the only things that matter when it comes to keeping employees productive and engaged. These benefits are a part of a larger motivation equation.
Intrinsic rewards such as psychological well-being, joy, learning, and fulfillment matter as well. Many organizations recognize this and try to connect their managers with jobs they care about and enjoy through systemic interventions that target employee engagement.
Yet many organizations still do not fully understand how best to motivate and engage employees and managers.
What Drives Employee Engagement and Motivation?
First, understand the realities about employee engagement:
Lack of engagement isn’t about lack of motivation. The difference between an engaged and disengaged person is not a lack of motivation, but the quality of their motivation. The key to long-term engagement is the day-to-day shift to optimal motivation, when employees’ work is aligned (linked to a significant value), integrated (linked to an important purpose or issue), or inherent (naturally enjoyable, compelling, or interesting).
Relational engagement is as important as work engagement. A leader’s investment in work relationships is a critical and unique aspect of employee engagement. A leader is engaged in multiple relationships at work — with peers, employees, stakeholders, and customers. Relational engagement is the degree to which a leader is energized, enthusiastic, and absorbed in working with others.
Career development boosts engagement. Studies have repeatedly shown that organizations with high employee engagement and motivation, with high satisfaction and retention rates, demonstrated consistently different talent management practices than those with low engagement. Talent development processes were key differentiators.
What are the other important factors to consider when motivating employees? And what can employers do to boost employee engagement and motivation?
Internal Motivation Unlocks Productivity
A team of our researchers looked at these questions.
Building on an established theory that people have different types of motivation at work, they looked at how motives work together to influence job attitudes that are important for employees’ retention and performance. Our research has shown that managers who lack internal motivation are likely to have unfavorable job attitudes and may leave the organization.
Our research study involved 321 U.S. managers from numerous organizations, working at the middle, upper-middle, and executive levels and measured levels of external motivation and 3 types of internal motivation, which in combination, resulted in 6 “managerial motivational profiles.” The research team found that managers who lack internal motivation are likely to have unfavorable job attitudes and may leave the organization.
Managers who were the most satisfied with their jobs and committed to their organizations were either:
- Internally driven: Their motivation came primarily from within; they were motivated by a desire to maintain their self-image, pursue their values and goals, and engage in enjoyable or interesting work.
- Self-directed: Their motivation was pursuing their values, goals, and interests. These managers did what was personally important or enjoyable to them, and they were less concerned about rewards or self-image.
In both cases, managers needed this internal motivation to unlock productivity.
Researchers also found that externally-driven motivation (powered by extrinsic rewards) wasn’t necessarily damaging, but needed to be paired with internally-driven motivation for the greatest success at engaging and motivating employees.
Being simultaneously internally and externally motived is related to more positive outcomes than solely being externally driven. That’s why in today’s competitive market, organizations can no longer afford to be uninspiring and soulless, even if they pay well.
High internal motivation is the key to unlocking employee engagement, satisfaction, commitment, and performance.
How to Boost Employee Engagement & Motivation
How to Improve Employee Engagement
If you’re serious about fighting disengagement and building commitment to your organization, here are some tips to help you improve employee engagement:
- Help employees understand their own motivation. People who are happiest and most energized and engaged are doing work that aligns with what motivates them. Managers and employees work together to “sculpt” or fine-tune roles or tasks so they are more aligned with motivations and passion. Greater engagement will follow.
- Care about people. Employees’ engagement and intention to stay with their current company is dramatically higher for employees who strongly agree that their managers care about their well-being. In contrast, the absence of support makes the heart wander.
- Give people more authority, not just more responsibility. Our research on high-potential talent has found that high potentials don’t just want more responsibility in developmental assignments. What will increase their commitment and engagement to the organization is more decision-making authority in developmental assignments.
- Develop others. Having a manager who encourages an employee’s development is extremely important for employee motivation. This is not an HR job or something for your employee to figure out alone. Take time to mentor employees to excel in their current roles and guide them to pursue future interests. Understand how to show boss support for development.
- Be authentic. Building relationships requires trust, and trust comes when you stop “faking it” or “playing a role.” Organizations that foster authentic behavior are more likely to have engaged, enthusiastic employees. Bring your whole self to your job and participate fully and honestly in the workplace. Authentic leadership is important for employee engagement.
3 Ways to Boost Employee Motivation
If organizations want to develop and energize their employees, particularly their high potentials, they must recognize individual differences in managers’ motives. Optimizing employee motivation is not as simple as implementing a one-size-fits-all incentive system. To truly optimize motivation, organizations must understand and address the wide range of motives that managers have for tackling their jobs.
Our research suggests that organizations can create environments that foster internal employee motivation in 3 primary ways: bosses, reward systems, and organizational politics.
1. Expect bosses to provide support and encourage self-direction. Managers’ immediate bosses play a critical role in facilitating their internal motivation. Managers must believe that their bosses value their contributions and care about them as individuals.
Employees who feel supported by their bosses have a sense of security and self-worth that allows them to draw on internal motivation. In contrast, when boss support is lacking, managers feel threatened and insecure and will draw on less internal motivation. So, ensure your managers are helping to build a work culture that is psychologically safe.
Bosses should also behave in ways that allow managers to use their inner resources, including holding coaching conversations to encourage problem-solving, rather than imposing solutions. They should listen to their employees’ ideas, understand their interests and preferences, and find ways to align opportunities, projects, and job assignments with work that their employees will find personally meaningful.
2. Create rewards systems that affirm. Extrinsic rewards are a fundamental part of organizational life. Their impact depends on how the rewards are designed and administered.
Affirming rewards motivate employees by recognizing managers that fulfill important, challenging (but not impossible) goals. Common rewards such as pay increases, bonuses, stock options, promotions, and recognition are affirming if they are tied to important goals and are not administered in an oppressive manner.
Avoid offering rewards that create substantial pressure for employees to achieve specific outcomes, reducing their sense of self-direction and dominating their thoughts, feelings, and actions. For instance, a bonus system that puts large amounts of compensation at risk, or that pits managers against one another, fostering cutthroat competition among team members, is likely to feel oppressive.
In contrast, being rewarded for achieving organizational goals boosts managers’ feelings of competence and task mastery. Managers’ sense of their own capabilities is enhanced, thereby increasing their internal motivation. Provide access to leadership development programs and virtual coaching opportunities to help managers build self-awareness, understand their own strengths and weaknesses, and grow.
3. Minimize organizational politics and promote fairness. In many organizations, the environment is highly politicized and managers feel that they must engage in political behavior (e.g., connecting to players with clout, manipulating others, stifling honest criticism, going along with others’ ideas and actions) to maintain or advance their own status.
While political skills are important for individuals to have, a highly political environment interferes with managers’ internal motivation, as they work to maintain their image and gain external approval, rather than acting from within. Organizational systems and leaders should ensure that rewards and promotions are based on valid measures of qualifications and performance, rather than connections to powerful people.
So by all means, to boost employee motivation, offer the compensation, benefits, and perks that they need, deserve, and expect. But also pay attention to bosses, fine-tune reward systems, and limit organizational politics.
Doing this doesn’t eliminate the need for a solid compensation system — a solid compensation system remains a critical factor in employee engagement and motivation — but by focusing on these 3 levers as well, organizations can significantly increase employee buy-in and commitment.
Ready to Take the Next Step?
Make sure you’re maximizing employee engagement and motivation by providing your people with ample opportunities for development to build critical leadership skills and needed organizational competencies. We can partner with you to craft a custom talent development solution tailored to your unique needs to help grow your organization into the future.