In our sessions, we talk about how important it is to get to know each individual and to understand what motivates them, in order to get the best out of them (and minimise the risk of employment problems). Some will be more motivated by money, and others less so, and of course, this will vary according to the sector. However, they will probably not be as motivated by money as many companies think they are.
In this clip, Dan Ariely (James B. Duke Professor of Psychology and Behavioral Economics at Duke University and author of "Payoff: The Hidden Logic That Shapes Our Motivations) discusses how compliments and recognition more effective than bonuses motivating employees to work harder, like many companies believe. https://youtu.be/rbI8FDRsqfw
This is an idea that was also proven in Frederick Herzberg's research into motivational theory. His research showed that salary/bonus is one of the "hygiene" needs (or maintenance factors) in the workplace. People will strive to achieve "hygiene" needs because they they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary. Organisations often fail to understand that people are not "motivated" by addressing "hygiene" needs. People are only truly motivated by enabling them to reach for and satisfy the factors that Herzberg identified as real motivators, such as achievement, advancement, development, etc., which represent a far deeper level of meaning and fulfilment.
So, leaders and managers - pick up the phone or even better, drop by someone's desk, and give them a compliment or recognition. It's easy and the research shows, it works!
Related Articles
Harriet Harman Report on sexual harassment: How should law firms respond?
Polarisation is intensifying in workplaces; what can we do?
Guest Q&A - Steven McCann on alcohol culture in professional services
Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Headof Employee Relations in global financial services, Cicilia has seen first-hand how alcohol canaffect conduct at work. She brings deep expertise in leadership, culture and managing people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.
HR Magazine: Half of UK workers faced toxic workplaces
Head of Resolution Zoe Wigan comments on speaking up and creating psychological safety.
HR Magazine: How to manage political polarisation at work
Matt Dean comments as recent events in America have intensified the discussion around polarisation.
