What Really Motivates People to Perform? It's not What you Think...

I was reminded in the past few weeks (please don't ask me to recall where!) about the three motivators that move people to give their best effort.  Because so much of what I deal with day-to-day revolves around inspiring groups of people to work together and achieve great things, these motivators are constantly at play.  Most business owners and managers struggle to get their staff to perform at the highest level (or even a mediocre level), and leveraging motivating factors that really work can be powerful.

Autonomy
Although we're 'herd animals' at heart, people want to do their own thing.  Being micromanaged, forced to constantly answer to someone, or never given a moment's peace are nightmares for your average worker - this especially applies to Americans who are more independent than some other cultures.  Most managers and entrepreneurs are terrified of giving their employees too much autonomy.  While it is true that you have to provide clear boundaries, support, and occasionally intervention, it's been proven repeatedly that people perform better when they accept full ownership of a task and are allowed to make decisions and get the job done in their own unique way.  Autonomy is also a great motivator to access because there are benefits for the organization and management too!  By fostering personal responsibility in your staff you gain more time to focus on upper level tasks and business development without hovering over your team constantly.

Mastery
It really feels good to know that you are EXCELLENT at something - doesn't it?  We all love to feel accomplished and to be recognized for the things we do well.  Expert stature or mastery of a subject are fantastic motivators for your team.  Continuing education, new certifications and other programs can give companies a structured way to leverage mastery in the workplace.  Simple 'thank yous', surprise events and public recognition can also work wonders.  There are several reasons why this motivator is so effective:

1. Higher education typically equals higher pay.
2. Learning new skills keeps employees engaged in their work and prevents apathy.
3. Companies gain employees who are better at their job and who deliver for customers at a higher level.
4. Happy employees who feel that their job is a true specialty make fewer errors and stay longer.

Purpose
Everybody wants to feel that their life is making a difference.  We all would like to think that we are impacting the world and the people in it as we go about our daily business. Managers and corporations can tap into this innate human need for destiny to boost performance.  Be clear about your company's purpose and make conscious efforts to connect your staff with your mission statement.  Encourage volunteerism and community service.  Find ways for your company to engage in corporate philanthropy or holiday giving campaigns.  Make sure that each staff member (even the ones at the bottom) see how their job fits into the grand vision and makes a difference for customers.  All of these things will help your staff be more motivated and creative at work, which will equal higher profits and great innovations.

Lastly, I want to address the 800 pound gorilla in the room... money.  The single motivator that most businesses build into their HR plan is cash.  'Do X and you'll get a raise.'  'Achieve Y and you'll get a bonus.'  'Hit target Z and earn a higher commission rate.'  But it has been proven in studies that money motivators actually make people perform the worst!

Why?  Because money alone as a goal is very cold and shallow.  As much as we all WANT more money, we desire cash to improve our quality of life and feed our soul - not to sit in a vault.  As you consider the three motivators above, notice that each one will translate into more money naturally. 

For example... accepting personal responsibility for your work and getting tasks done independently will encourage you to be meticulous and will free your boss up to focus on the big picture, taking the whole organization forward. Getting better training, more professional designations and higher education will make you more marketable and improve your earning potential.  You will get raises due to merit and knowledge - not tenure or hitting a random goal one time. Feeling emotionally and spiritually connected to your work, and gaining personal satisfaction from your job, will improve performance every time.  All of a sudden you aren't just going to work - you are living your destiny, and that makes you a powerful force.

If you're in a supervisory position and you're tempted to offer people money to reach organizational objectives, I urge you to reconsider.  Find creative ways turn your attention away from money and use the three motivators that really work to take your team to the next level.