Motivational Workplace: Why an MD Missed a Trick to Motivate His People
Creating a Motivational Workplace is Not All About Financial Incentives
A participant at one of my workshops, “How to be an Outstanding Manager”, recently told me this story.
He was a senior finance manager (will keep the organisation confidential), tasked with making savings of £15000 in his department. This was achieved, largely through the creativity and work of two particular individuals.
A few weeks later, the MD was visiting the department on a “flying visit”. The finance manager mentioned these two, and suggested he just spare a couple of minutes in his schedule to personally thank them for their work.
He didn’t have time.
Now those staff got a bonus for their hard work – but see, I think the MD missed a trick.
BECAUSE MONEY IS NOT THE KEY MOTIVATOR FOR MOST PEOPLE.
My husband says, a pay rise or a bonus is a bit like a good meal – you feel satisfied immediately afterwards, but 3 hours later and you’re hungry again!
Know what? He may not have my psychology background – but he’s right!
Six months on and those staff will have spent the bonus, and long forgotten it.
But do you think they’d remember the day the MD made a special effort to take 5 minutes out of his busy schedule to come and say thank you? Wouldn’t be surprised if it went down in their personal folklore! Not only that, but the incentive to keep on doing such sterling work would remain – because the staff would feel genuinely appreciated.
Studies after studies show pay is not the most important form of recognition people are seeking. In considering a motivational workplace top three are often:
Praise and recognition
Support and involvement
Autonomy
I find it totally heartening, that the 3 things which people want cost you absolutely nothing at all!
When bonuses are being cut, and money is tight – isn’t that a heartening message?
So how much genuine praise have YOU given this week/month?
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