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Aug 27, 2019
Brenda R. Smyth, Supervisor of Content Creation
If motivating employees were as simple as handing out a few dollars for a job well done, a manager’s job would be easy. You could set up your rewards program, sit back, and watch it happen. You might even put yourself out of a job.
As a manager, you know that pushing employees to greatness works nothing like that. (So, I guess your job is safe.) In Jill Geisler’s book, “Work Happy: What Great Bosses Know,” she devotes a few pages to intrinsic motivation. She first defines extrinsic motivators as the factors that “come from outside the employee—things like praise, awards, salaries, bonuses, learning opportunities, leadership, perks, benefits….” She then describes intrinsic motivation as “the internal engine that drives each of us.”
Each of us does a lot of things we don’t get paid to do—volunteer work, donations, growing our own vegetables, dieting. Why do we do these things? Satisfaction, appreciation, recognition, health, comradery … examine the reasons and you’ll find your internal drivers.
Let’s focus on four internal drivers that are behind most of the things we do, from Geisler’s book: Competence, Autonomy, Purpose, and Growth.
And don’t reserve praise for extraordinary work. Day-to-day contributions are an opportunity to build competencies. “If I tell you you’re my go-to person when it comes to a particular skill, talent, or task, it’s a reputation you’ll work hard to maintain.”
Give employees enough freedom to try out their ideas, to solve problems, and to make mistakes. Be available to jump in as a team player and lend support to help them realize success—and give them credit for their victory.
Celebrate milestones as they are conquered, especially if the new assignment is complicated or will take a long time to complete. Have faith in your employee and tell him or her you do.
“Great bosses don’t motivate employees—they help employees motivate themselves,” says Geisler. Pay close attention to employees’ internal drivers. Then use the right extrinsic motivators to keep momentum going.
Brenda R. Smyth
Supervisor of Content Creation
Brenda Smyth is supervisor of content creation at SkillPath. Drawing from 20-plus years of business and management experience, her writings have appeared on Forbes.com, Entrepreneur.com and Training Industry Magazine.
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