I keep this on my whiteboard: Autonomy, Mastery, &...

2010-05-27T14:00:10.082-04:00

I keep this on my whiteboard: Autonomy, Mastery, & Purpose.

If you can give people these three things it will increase their motivation. Even just one of them will help.

I like to think that most people aren't born lazy and/or DGAS, they end up that way because when they try to go the extra mile they get shut down, or when they try to learn something new they're told not to bother. You get the idea.

When they know what the company goals are and get rewarded for helping the company achieve them it creates a sense of purpose & engagement.

If you give your workers the chance to grow and become a master at their job and then respect them by allowing them to make changes where they see fit: they will become much more engaged. If your process is so strict that simple improvements are not allowed then the best workers (who can find better jobs) will leave and you'll be left with LADGAS employees because you're making it too hard for them to be their best.

For more information; Dan Pink gave an excellent Ted Talk on the issue of motivation.

P.S. Sorry for the rant.

performance based remuneration works. I have just ...

2010-02-27T00:58:07.246-05:00

performance based remuneration works. I have just endured the commission based culture again, seems to work well enough if the team goal is to close the deals.

But I would say that almost every business is now heading towards being service based. So this particular sales = reward model is perhaps out dated. Possibly the answer involves more of a :
client retention + successful products matched + positive client feed back factor = reward
is the answer

Comments on Jason M. Hanley: The LADGAS problem (motivation in management)

I keep this on my whiteboard: Autonomy, Mastery, &...

performance based remuneration works. I have just ...