Motivation in the workplace is often linked to money, and with good reason. Getting a paycheck is one of the main reasons people go to work in the first place. But as far as a reason, or motive, for completing tasks, it’s not very high on the list.
Even if you inherit new team members from another department and you know nothing about the people you’ll be leading, you can tailor these three factors so they will motivate the entire team.This is how leaders create sustainable, high performing teams.
Though it’s the most powerful of the three factors, appreciation must be used appropriately; that old saying about “too much of a good thing” definitely applies here. If an employee hears how great he is doing every day—no matter what quality of work he’s turning out—this appreciation becomes meaningless to him. It comes across as a fake managerial tactic to coerce him to get the work done.
Words of praise don’t work for everyone. In fact, they can turn some people off. The trick here is to know what each person will respond to, and make sure that they get it.
And finally, we can put priority and pace together to come up with a full picture of the different approaches you might take in order to most effectively reach your team members:
Faster-paced, back wheel communicators are motivated by public, tangible appreciation. These team members tend to have large houses and luxury cars. Their offices commonly have the walls full of plaques and awards.