Recognition & Motivation.
One of the most expensive and avoidable scenarios that occur is when we lose people because they are not engaged in their role and their relationship with their line manager. In the UK, the average cost of hiring an entry-level employee is £3,500, that’s just entry-level! Imagine what the number could be on a global scale, considering varying operating levels and the number of people your business employs. How many people do you recruit each year to replace someone that has left the business? Would you agree we are going to be talking about a cost in the millions rather than thousands? It’s a fair assumption to make. Therefore, the role of a manager is to hold on to people in your organisation by ensuring they remain recognised and motivated for the tasks they do every day. We operate in a competitive workforce landscape where great people are in popular demand. There are many ways that we can reward people without breaking the bank and in turn, motivate people to be their best each and every day.
Motivation through reward
Before we explain some of the simple and effective ways to recognise and motivate people, it’s important to dispel the myth that people are motivated by money…they are not! People are in fact motivated by several different factors that can be supported by their financial gain. The UK Times newspaper interviewed 1,000 employees from companies employing more than 500 people and found many to be bored, lacking commitment, and looking for a new job. Pay didn’t feature in the top reasons people gave for leaving their jobs. The main reasons were; lack of job stimulus and no opportunity for growth, 43% left for more growth opportunities, 28% for more challenging work; 23% for a more exciting place to work; and 21% for more varied work. The reward can be used as a mechanism to motivate others and the starting point of being a great manager of others and
Rewarding them in the right way is to have a good understanding of your people, which enables you to align your ways of working to people’s primary motivational drivers and allows you an opportunity to identify rewards along the way. But the most important part about motivational drivers is that they are individual to every person and the ability to manage team members in differing ways and avoid a ‘one size fits all’ approach is critical. For example, taking everyone out for dinner and drinks is a nice thing to do but may not motivate everyone in your team. Some people believe that “managers need to be consistent” but they actually need to be “consistently different”. Before we begin to understand each team member's motivational drivers. It is important to first raise awareness of what the most common motivators are:
Provide for Family
Whilst this may seem obvious, it is important to really know what it means. A good number of people work and are motivated by work because it enables them to provide the essentials to their families. A roof over their head, a meal on a table. As a motivator, it extends further than this. For example, being able to attend a child’s sports day or take their mum to a hospital appointment when it arises are also good examples of family provisions.
Personal Achievement
Some people find personal achievement to be their greatest motivator, for example running a marathon or learning a new language. This can also extend to material things such as owning a home or buying a new car.
Recognition (Private)
People respond differently to praise and recognition, and the amount people can handle can differ immensely. Some people find motivation in praise, but they like it privately, just a simple conversation will suffice, no big announcements.
Public Recognition
Whilst others love a more public affair, they want to be celebrated amongst others and are motivated by those circumstances. It is important to find balance in this approach. Whilst the individual may enjoy it, too much of it could demotivate other people.
Being a team player
This one is self-explanatory, some people are motivated by being a part of a group or a team, and they thrive on playing their part and being relied upon by others.
Lifestyle
Lifestyle motivators are for people that are motivated by things that enhance or improve their lifestyle choices. This can range from monetary to non-monetary examples. It could be someone who is motivated by spending their money on holidays or a nice car, it could also be someone who likes to play football on a Wednesday evening, and they are motivated by a job that enables them to do that.
Professional Achievement
This motivator is for those who want to climb the career ladder or be known in their role for having a good level of knowledge or expertise.
Status / Fame This final motivator is where someone wants to be known for something. They are motivated by being an expert, being the go-to person, or having a title or role that promotes their status in the business
Insert the names of each member of THE team on the Motivational Drivers Assessment Tool. It only extends to 8 people so if needed, create a bigger version.
IMPLEMENTING A REWARD PLAN
You can create a motivating environment by following these simple steps:
Step One
Insert the names of each member of THE team on the Motivational Drivers Assessment Tool. It only extends to 8 people so if needed, create a bigger version.
Step Two
Complete the Motivational Drivers Assessment for your own personal motivators so you get to really connect with the different drivers. You are looking for your top 3. So, in the example below, the primary driver is Status and Fame, followed by Family provision and then Lifestyle.
Step Three
Complete the Motivational Drivers Assessment for all of you people including your line manager by answering the perception (p) column for each person in THE team.
Step Four
Have a 1-2-1 conversation with each member of your team. Discuss what each motivator is and what it could mean to them. Get each person to identify what they think their motivational drivers are. Share your perceptions of their motivations and check how aligned you were. If you are a new manager coming into the business or new to management This exercise is a fantastic opportunity to meet with your team members and line manager and engage with them on both a personal and professional level. It’s about creating a connection beyond their roles and responsibilities. It is not unusual for there to be a difference between your perception and the reality, particularly if you are new to the business or this is a new team you are managing (as is the case for the example below).
Step Five
Think about each person when you are selecting appropriate reward options. Where possible use rewards that directly align with the individual motivational drivers. If this is not possible, or you want to offer a reward that is for a wider audience, try some of our ideas below or perhaps think of some of your own.
Examples:
1) Provide for family – Rewards could include: ·Time off to attend children’s events like sports day, parents evening, etc ·Early finishes to collect children from school ·Priority over holiday bookings seasonal holidays
2) Lifestyle – Rewards could include: ·performance conversations about what they will do with the money, not the money itself ·corporate partnerships that the business has that can benefit members of your team ·More flexible working to support outside hobbies and activities
3) Professional achievement – Rewards could include: ·Opportunity to attend training and development events ·Access to a mentor or to coaching opportunities provided by yourself or someone else ·Extended development or support to help with job interviews or promotions
4) Personal achievement – Rewards could include: ·Investment of your time and awareness in things that matter to them most personally ·Invitations to share interests to the organisation ·More flexible working to support outside activities
5) Being a team player – Rewards could include: ·Being a part of a team with specific responsibility ·Being able to conduct/celebrate team success during review phases ·Being in charge of team events and socials
6) Recognition (Private) – Rewards could include: ·An email from a senior leader or you ·A small gift or thank you card ·Lunch or a drink after work with you or someone else in the business
7) Recognition from others (Public) – Rewards could include: ·A group email from a senior leader or you ·A public awards/celebration ceremony / internal recognition comms ·Roll out the red carpet. EG. Give that person the best parking spot
8) Status / Fame – Rewards could include: ·Specific roles aligned with raising a profile ·Endorse them and their skills on LinkedIn ·Have a wall of fame
Small things can make a BIG difference!
There are many, really simple low-cost rewards that we can provide to people for doing a good job. Many of these ideas don’t cost a penny, others just a few pounds can build a brilliant reward scheme.
Whilst these may not be linked directly to an individual’s motivators, they still serve to provide a platform for engagement and help your people feel valued and that they are making a great contribution to the business.
One of the most valuable things a manager can offer to their individual team members is time and whilst this is a scarce resource to you it’s an invaluable benefit to them. And remember the lowest cost reward that takes very little time…a thank you and well done!
Summary
Being a manager or leader that motivates and inspires their team is not difficult, it just takes a little time. Open discussions with members of your team and be genuinely interested in them and what makes them tick. It will help you better align activities with individuals and ultimately their motivation drivers. Being a manager or leader that motivates and inspires their team is not difficult, it just takes a little time. Open discussions with members of your team and be genuinely interested in them and what makes them tick. It will help you better align activities with individuals and ultimately their motivation drivers.