Motivating & Rewarding

Employees

By Alexander Hiam
 Who Is

A Motivated

Employee?
 Enthusiastic
Flexible &
Grows faster than other plants
Committed
Grows in varied conditions
Comes in diverse varieties

Optimistic
Bright colors orients
toward the sun

Responsible Creative
Needs remarkably little care Produce thousand of seeds
Where Motivation Comes From

Opportunity
to Succeed

Ability
to pursue the opportunity

Motivation
to succeed
 Intrinsic Vs. Extrinsic
Motivation
Intrinsic Motivation = acting on your own
behalf

Extrinsic Motivation = External forces are

controlling your
behavior
 

Exercise

List some examples of intrinsic and extrinsic

motivation which already exist at your company.
-
-
-
-
-
 Does your company provide
Choice?
Authority, trust, goals, choice over
how to achieve goals, control,
information.
Meaningfulness?
Purpose, goals, mission, task-
relevance, task-clarity.
Development?
Knowledge, experience, challenges,
recognition of competence.
Progress?
Joint goal-setting, measurements,
feedback, recognition, reward,
celebrations.
Motivation has three components

 Feedback

 Optimism

 Reward
FEEDBACK
 Improving Feedback

Goal
Informative

Controlling

Negative Positive
Feedback Development Process

“Here’s what “Here’s what

happened and happened and
why it’s not why it’s so
Informative desirable.” wonderful.”

“I don’t like that. “I like that! Keep

Don’t it again.” up the good
work.”
Controlling

Negative Positive
 Perfecting Negative Feedback
• Don’t hesitate. It’s now or never
• Use I or we, not you (the “you” statement ruins
morale)
• Encourage them to think (about what they did and
how they can modify their behavior next time)
• Ask how, not who (avoid the blame game)
• Start with the bad news (so you can end with an
affirmation)
• Give less - feedback than + (and adjust the task if
necessary to achieve the goal)
OPTIMISM
 What Is Optimism?

The conviction that things are essentially

good or at least improving and that you
can eventually succeed.

If emotions are positive!


Do your people feel like
winners or losers?
Moods are often transmitted nonverbally.

2 minutes.
3 people.
Sitting silently.

At the end, only one emotion.

REWARDS
 Two work incentives that we
traditionally emphasize in
business are Competition and
(tangible) Rewards.
Incentives that motivate employees:
1) Achievement to accomplish something significant

2) Consideration to be valued by

peers and boss

1) Self-Expression to have chances

to make unique, individual contributions

1) Growth to have opportunities to learn and advance in a career

Based on a survey conducted in 2002.

 The Effect of Cash Incentive
on Punctuality
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
No Cash No Cash
Cash Cash
Punctuality 75% 95% 82% 97%

Journal of Applied Behavior Analysis, 1973

 Result…

Cash has a short-term effect

on motivation!

Journal of Applied Behavior Analysis, 1973

 Here are two options
Which do you think will work better for your business?

1. Employees work to please someone

who has control over things they want.
2. Employees work to please themselves
by making the information about their
performance better.

? ? ? ? ? ? ? ?
 The 15 Motivators
Affiliation: feeling proud to be part of the group or being associated with a great organization.
Self-Expression: express yourself individually.
Achievement: drive to accomplish challenging goals.
Security: need for stability or reduction of uncertainty and stress.
Career Growth: urge to grow and develop.
Excitement: impulse to seek new experiences.
Status: motivation to increase your standing through your accomplishments.
Purpose: need for meaning and direction.
Competition: desire to excel in relation to other individuals or groups.
Recognition: need for positive feedback and support from the groups.
Consideration: preference for a friendly, supportive environment.
Autonomy: need for more control over your working conditions.
Rewards: motivation to earn significant rewards or wealth from your work.
Responsibility: motivation to play a responsible role.
Personal Needs: need to satisfy important outside-of-work priorities.

Based on Performance Motives Profile © 2000 by Alexander Hiam.

Optimizing the Impact of Incentives
Work Motive High-Impact Recognition & Rewards
Affiliation Logo or group-identified merchandise, recognition in group ceremonies.
Self-Expression Coupons or gift certificates that permit freedom of choice.
Achievement Symbolic rewards (trophies etc), recognition of unique accomplishments.
Security Contributions to savings or retirement funds. Meals and massages.
Career Growth Opportunities to attend workshops or courses. Subscriptions to professional
publications.
Excitement Travel, celebrations, tickets to entertainment events.
Status Luxury automobile, trip to upscale resorts, use of the best parking space.
Purpose Donation programs, volunteer work for a charity in the community.
Competition Lottery-style reward programs, recognition for best-of performance.
Recognition Frequent thank-you cards and reward events.
Consideration Any gifts that increase personal comfort (spas, massages).
Autonomy Time off or flexible schedule. Rewards that can be redeemed when chosen.
Rewards Bonuses, stock options, cash, merchandise, commissions.
Responsibility Public/peer recognition
Personal Needs Concierge service, flex time, certificates, extra vacation or free days.
 The Platinum Rule

Select incentives based

on the employee’s top
work motives—not
necessarily your own or
the ones the company
traditionally aims at.
 Ideas for Action


✓ Apply incentives to individuals by
selecting recognition and reward ideas
that match their dominant work motives.
✓ Apply incentives to groups of
employees by surveying and averaging
their scores to create a composite
profile.
EMOTIONS
“Emotionally Intelligent” Incentives

Use incentives to reset the emotional

climate in the workplace:

 Shift moods to positive feelings.

 Energize employees to move them in a state
where performances are self-motivated.
 The Work Emotions Grid
Positive

Inactive with positive feelings Active with positive feelings about

about work lead to rejuvenation. work lead to peak performance.
FEELINGS

Inactive with negative feelings Active with negative feelings about

about work lead to poor work lead to resistance.
performances.
Negative

Low ATTITUDE High

 The Work Emotions Grid
Positive

Use incentives to clarify purpose,

create compelling goals and Use conventional recognition and
momentum toward them. Make rewards with an emphasis on
sure employees know what to do achievements.
FEELINGS

and how to do it to win their

incentives.

Avoid competitive rewards. Focus

Don’t try to use conventional
on encouraging employees. Reward
incentives now. Use gifts and other
effort over results. Bring in
work environment improvements to
activities that add energy, share
reset attitudes before focusing on
stories of people who overcame
Negative

performance goals.
obstacles.

Low ATTITUDE High

 Emotions
Calm, Hopeful, Relaxed, Happy, Alert, Motivated, Optimistic,
Positive

Peaceful, Content, Sympathetic, Enthusiastic, Helpful, Focused,

Open, Safe, Satisfied, Secure, Creative, Curious, Determined,
Warm. Energetic, Confident,
Cooperative.
FEELINGS

Pessimistic, Tired, Sad, Angry, Stressed, Resentful,

Powerless, Uninvolved, Bored, Resistant, Defensive, Protective,
Weak, Uncertain, Fearful, Aggressive, Competitive, Jealous,
Anxious, Unhelpful, Restless, Pressured, Selfish.
Negative

Uncooperative.

Low ATTITUDE High

The Power of Language
to Improve Moods
(positive talk)
The Power of Activities
to Add Energy
(positive action)
Testing Your Motivation Skills
A polo shirt with the name of your company
embroidered on it would be a good gift for
employees who are:

 Affiliation
oriented
 Self-expression oriented
 Excitement oriented
 Career-growth oriented
A polo shirt with the name of your company
embroidered on it would be a good gift for
employees who are:

 Affiliation
oriented
 Self-expression oriented
 Excitement oriented
 Career-growth oriented
 Any merchandise that identifies the
employees with their company or
project team is clearly oriented
toward affiliation.

For those who take pride in the group

or location they are working at,
this is a great incentive.