Recognizing and Rewarding to Motivate

February 18, 2015
Employee Motivation
A lot of people define themselves by what they do for a living. Indeed, a person’s job is a huge part of his or her identity. Because of this, employees want to feel like they matter and like the work they are doing is making a difference. Tangible and financial rewards are nice, of course, but they are more motivated by intrinsic factors rather than extrinsic ones. It’s not that these employees aren’t concerned about outcomes. It’s just that they’re also concerned about the process of getting things done, about working relationships, and about collaborating with colleagues in a way that elevates everyone’s work experience. To many of your team members, the best rewards come from within.
The problem is, many of the recognition tools that companies use to acknowledge great work, like bonuses, gifts, and others, are in the form of extrinsic rewards. These things are certainly appreciated, but when it comes time to recognize employees who are most motivated by intrinsic factors, they may not have the effect you're hoping for. However, the good news is that there are a number of viable ways to acknowledge the contributions that these employees make.

Motivation is Multi-Faceted

Before you recognize your team members who are motivated intrinsically, it can help to know what they consider important. These employees value progress: they want to know that their work is meaningful and making a difference. They also crave autonomy, along with the feeling that they are doing their jobs effectively. Yes, they are interested in meeting deadlines and achieving goals, but those things are only a small part of what motivates them at work.
How, then, can you recognize these employees in a way that honors their preferences and pushes them to thrive? First, it’s best to reward good, consistent work rather than simply outcomes. Rewarding good work habits and high levels of competence are also important. Next, it’s good to recognize an employee in a way that addresses his or her individuality and all of the positive characteristics that he or she brings to the position. Simply giving everyone on a team the same exact reward for a specified outcome may feel somewhat Pavlovian and may not be as appreciated. Rewarding a clear-cut outcome is not necessarily bad, but it does not address the need of these employees to be recognized on a more personal level for being conscientious and consistently doing good work.

The Experts in Recognition for Motivation

As one of the leading recognition program providers in Canada, Williams Recognition can help you acknowledge the great work your employees do in a way that motivates them and makes them feel truly appreciated. We have experience designing employee recognition programs that reward great work practices, job dedication, and more. Give us a call today at 1-888-410-0401, and let’s talk about how you can get the best out of your team members.

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