The Motivation Factor

My last feature talked about rewards and its impact and ended on the note of making recognition programs impactful through how it is done rather than what is done. Today, I read McKinsey's Motivating people: getting beyond money which featured three "non-cash motivators" that are more effective than monetary rewards in creating employee satisfaction, engagement and commitment.  This article only reinforces the message of my last blog, which is - making people feel you care - having that face to face connection and making recognition more warm and visible among peers.  Bottom line:  people like to know that someone is interested in who they are, what they do, thier accomplsihments and what drives them. 

Mckinsey's three non-cash motivators as revealed through their survey are: praise from immediate managers, leadership attention (having one on one with senior leaders) and being given the opportunity to lead projects. They have found that these three factors in no way is less motivating than cash and in some instances produce greater motivational forces.  Comparing these findings to my post-reward surveys, I also found that, as mentioned in my last blog, the rewardees rated the personal attention, the small group meeting with senior leaders and the ability to interact and ask probing questions of thier leaders are big motivational factors that pushed them to work harder each year to get a second chance for those up close moments and attention.  It was not about the cash as much.

So in today's economic downturn and the fact that it is no longer the business as usual model, should HR managers and business leaders be paying attention to what really makes their employees wake up with passion and commitment to the job?  Yes! 

A company is its people; a company's success comes through the dedication and enthusiasm of its people when they are given a chance to do what they do best and to rise to bigger challenges through senior leaders endorsement and recognition.  I have discovered that public recognition can often create higher degrees of motivation over a slient cash reward.

So, let's take a look not only at what drives our high potentials, but what can also push the enthusiasm buttom on those that are one step behind the high potentials.  Conversations can take us a long way in understanding our people; communciation especially face to face have great merits - it is a two way channel that can lead to many undiscovered elements towards driving employee engagement.  Instead of paper surveys, how about townhalls, or group breakfast with leaders - listen to what engages people through conversations.  I am sure you will find two things: attention will always be welcomed and public recognition will always be unforgettable!