What Motivates Employees?
Motivation is employees' willingness to go above and beyond the call of duty to get things done. A motivated employee is engaged, productive, and gives their best effort.
Common Theories for Employee Motivation
Many theories exploring employee motivation have been introduced over the years.
1940s
Hierarchy of Needs - Abraham Maslow
1950s
Reinforcement Theory - B.F. Skinner
1960s
Acquired Needs Theory - David McClelland
Equity Theory - John Stacey Adams
Goal-Setting Theory - Edwin A. Locke
Two-Factor Theory - Frederick Herzberg
Expectancy Theory - Victor Vroom
ERG Theory - Clayton Alderfer
The 1940s
Hierarchy of Needs - Abraham Maslow
The 1950s
Reinforcement Theory - B.F. Skinner
The 1960s
Acquired Needs Theory - David McClelland
Equity Theory - John Stacey Adams
Goal-Setting Theory - Edwin A. Locke
Two-Factor Theory - Frederick Herzberg
Expectancy Theory - Victor Vroom
ERG Theory - Clayton Alderfer
Two-Factor Theory
The most relevant in many modern workplaces is Two-Factory Theory. It argues that a person's motivation is affected by two independent calculations: Motivating Factors and Maintenance Factors.
Motivating Factors make the work more satisfying. These are generally intrinsic factors like challenging work, involvement in decision-making, and a sense of importance.
Maintenance Factors make the work less dissatisfying. These are generally extrinsic factors like salary, job security, teammates, and work conditions.
Why is Two-Factory Theory Important?
First, it points out a person can be satisfied and dissatisfied at the same time. For example, a person can love the challenge of their work but be dissatisfied with their boss or a teammate.
Second, it illustrates that Maintenance Factors can never bring complete satisfaction or motivation. When a person gets a raise or a new perk, it is quickly replaced with a new desire or demand. Extrinsic motivators are fleeting.
Third, to achieve motivation, leaders need to tap intrinsic motivators.
How to improve intrinsic motivation?
To improve intrinsic motivation, author Daniel Pink advocates focusing on purpose, growth, and autonomy.
Purpose: Help people feel a sense of purpose in their work. That they are part of a bigger mission doing something more than increasing revenue and earning a paycheck.
Growth: Help people grow. Help people become better next month than they are today.
Autonomy: Help people feel a sense of freedom and control of their work.