The surprising truth of what motivates us

The book “The Surprising Truth of What Motivates Us” by Daniel H. Pink is an exploration of what really motivates people in the workplace. The author argues that traditional incentives, such as money and promotions, are insufficient to motivate employees in the long term. His conclusion is that there are three factors that really drive achievement and performance: autonomy, mastery, and purpose.

Autonomy refers to having control over our own time and our own decisions, which is essential to maintaining intrinsic motivation. Mastery refers to having the opportunity to improve and develop our skills, which is essential to maintaining a sense of purpose and achievement. Lastly, purpose refers to working on something that has meaning and a positive impact on the world.

The book also argues that leaders and organizations must adapt to these changes in human motivations and provide opportunities for autonomy, mastery, and purpose in the workplace. Reading it led me to reflect on what would be the main ways a manager can motivate his collaborators.

 

Extrinsic motivation and intrinsic motivation.

When we talk about motivation, this is the first distinction we must make. Extrinsic motivation refers to motivation that comes from factors external to the individual, such as rewards (eg money, promotions, recognition) or consequences (eg punishments or sanctions). It is based on the idea that individuals perform a task or activity to obtain a reward or avoid punishment.

On the other hand, intrinsic motivation refers to motivation that comes from within the individual, such as the interest, pleasure, or satisfaction one derives from performing a task or activity. It is based on the idea that individuals perform a task or activity because they like it or it matters to them.

In short, extrinsic motivation is motivation that comes from external factors, such as rewards or punishments, while intrinsic motivation is motivation that comes from internal factors, such as interest or satisfaction from performing a task or activity.

In a company, both intrinsic and extrinsic motivations have their advantages and disadvantages. Intrinsic motivation is generally considered more effective in the long term, as it is based on the employee’s interest and passion for their work, which can lead to higher performance and commitment. Intrinsically motivated employees are less likely to look for another job and are more committed to the company.

On the other hand, extrinsic motivation can be effective in the short term, as it can provide immediate rewards for desired performance. However, if rewards are not perceived as fair or valuable, or if they are not provided frequently enough, they may lose their effectiveness.

In summary, it is important to note that intrinsic and extrinsic motivation are not mutually exclusive and complement each other. A proper mix of both can be the best way to motivate employees and ensure high performance and engagement.

How to motivate my employees?

There are several ways to effectively motivate employees, some of the most effective are:

  1. Set clear and achievable goals: Set clear and achievable goals for employees, as this provides them with a sense of purpose and allows them to measure their progress.
  2. Recognition and rewards: Recognize and reward good performance by employees, as this gives them a sense of accomplishment and motivates them to continue working hard.
  3. Open and transparent communication: Maintain open and transparent communication with employees, as this allows them to better understand their roles and responsibilities, as well as the goals and objectives of the company.
  4. Career Development: Provide career development opportunities for employees, as this allows them to grow and progress in their career.
  5. Workplace flexibility: Provide flexibility in the workplace, such as flexible work hours or telecommuting, as this allows employees to
  6. Provide autonomy: Allowing employees to have control over their work and their decisions, as this gives them a sense of autonomy and allows them to feel more involved in their work.
  7. Offer learning opportunities: Provide opportunities for employees to learn and develop their skills, as this allows them to feel a sense of achievement and progress in their career.
  8. Encourage teamwork: Encourage teamwork and collaboration among employees, as this allows them to feel a sense of belonging and contribution to the team.
  9. Provide a purpose: Provide a clear and meaningful purpose behind the work that is done, as this allows them to feel that their work has a positive impact on the world.
  10. Offer a positive work environment: Design a workspace that encourages collaboration and creativity, as well as formulas that increase the levels of interaction and ‘good vibes’ among collaborators.

This is what you can do as a leader to motivate your collaborators. In any case, the most important thing is your attitude towards them. Because, according to the phrase attributed to Tom Peters, ‘People don’t leave companies, they leave bosses’

Ricardo Alfaro