While you may have a clear ‘why’ that is aligned with your organization’s mission, your employees could have a completely different reason why they come into work everyday. How do you identify their ‘why,’ or their purpose? And furthermore, how do you incorporate them into your work culture, employee benefits and overall goals? Read the articles below on how to understand different employee motivations to get them engaged long-term and help your organization grow.
We all have different motivations at work. Some people are continually reaching for a higher level of personal best, others want to be recognized for being influential and still others want harmonious relationships with other people. Some look for continuity, consistency and predictability in their job, while others are motivated by risk, change, and uncertainty. Here’s an overview of each of the five big motivations.
Whether your employees are working on a big goal or just trying to get revved up for the day, getting and staying motivated can be a challenge. Sure, they can read a bunch of motivational quotes, visualize themselves being motivated again, or engage in other practices, but understanding their motivation style could be the key to setting them up for greater success. Learning what personal hot buttons engage your employees allows you to take actions that make them work to everyone’s benefit. Check out these four motivation styles.
Leaders often know instinctively that if you want staff to be their best, they need the right motivation. According to motivational expert James Sale, we have our own unique blend of motivators. By identifying these nine motivators in your team and adapting your leadership style to each employee, you will be able to better engage staff to succeed in their roles.
It doesn’t matter how great your product or service is. Without a driven team behind it, you will not succeed. Now, more than ever, it has become critical for companies to engage and excite their employees (both current and potential). With new generations entering the workforce, the issue of employee motivation has become especially salient. Skilled employees have no shortage of work options, so why should they choose to dedicate themselves to your company’s growth and success? How are you motivating them?
CIOs can rashly assume that their direct reports think exactly like them. Such a blind spot — in which CIOs overlook individuality and, by extension, offer misaligned incentives — can quickly exacerbate morale. Hear from global technology leaders on how they treat their direct reports and practice the discipline of motivational leadership.