Motivation is the driving force behind everything that we do. As such, it is a necessary factor in every job, across every industry. Many studies have shown that low levels of employee engagement can lead to high turnover rates and low productivity within organizations. In order to avoid the negative consequences that come from insufficient engagement, it is crucial that your employees feel empowered at work. The first step to boosting these engagement rates is to understand what motivates your employees. Taking a deep dive into the psychology of employee motivation, we can see that it is comprised of three important dimensions: internal, social, and organizational factors.
The Internal Dimension
Internal factors of motivation are those that come from within. These factors relate to your employees’ personal needs, values, and goals. Some common needs that many employees experience include the need for accomplishment, competence, and control over their experiences. The need for accomplishment can be met when employees complete challenging tasks. As humans, we innately enjoy the positive feelings that come with accomplishment and pride in our work, so we continue to strive for the same results in the future. As we continue improving upon our work, we can unlock a sense of competency. Developing competency helps employees move in an upward trajectory, giving them a sense of autonomy, stability, and fulfillment. The need for control is another important instinct common to all people. Feeling a sense of control over our lives and experiences goes along with a sense of peace and stability. Employees may find a sense of control in being given more decision-making power, flexibility, and autonomy in their work.
The Social Dimension
Every workplace includes a social dimension, so it’s natural that employees are often strongly motivated by their peers and other social dynamics. The social dimension of motivation involves expectations and interpersonal exchanges. Often, employees will compare their levels of effort and resulting outcomes to those of their fellow colleagues. Using peers as models for comparison can be a powerful motivating force. When an employee observes his or her peer exerting a great deal of effort on a task and receiving a reward, he or she is likely to try to match that peer’s level of effort. Humans are constantly learning, and rely on other humans’ experiences as guides for improving their own situations. Because of this, employees often have a great deal of influence on one another. Creating a culture of collaboration is an excellent way to foster encouraging and productive relationships in the workplace.
The Organizational Dimension
Motivating factors don’t only exist within the individual and his or her social relationships; they are also innately embedded into the practices and culture of the organization itself. Elements of the organization, such as pay, working conditions, policies, and benefits, are direct drivers of motivation for employees. These factors include the fundamental reasons for an employees’ work – most individuals would not work without compensation! Benefits such as an enjoyable work environment, health care options, retirement plan options, and financial bonuses are also important aspects that many employees look for in a job. These are the logistical factors that get employees to show up to work each day. These externally motivating factors are necessary, but can lead to short-lived motivation. That is why it is important for organizations to capitalize on all three dimensions of motivation. Adopting reward programs and continuous training programs are excellent ways to invest in your employees, helping to fulfill their needs for achievement and keep them moving upwards. Creating a collaborative work environment and implementing team building events is a great way to maximize social motivation. Understanding and implementing factors from all three dimensions of motivation is the key to your employees’ success.
Motivation is a complex process that differs for each individual. However, many individuals follow similar motivational patterns within a workplace setting. With an understanding of the factors that contribute to motivation in your employees, you can begin implementing practices that capitalize on these factors. This understanding is very important in creating an engaging, welcoming, and empowering work environment for your employees to thrive in.