If you want to motivate your team, you need to dispel the Money Myth.
Money isn’t truly a reward that drives employee engagement. The type of motivation that really sparks creativity and makes people more productive, is motivation that comes from within. This is called intrinsic motivation.
Why do you do the things you do? What is it that drives your behaviour? Motivation does.
Some forms of motivation come from within. We call these drive, self-determination and vision. Other forms of motivation are external — these include pay cheques, rewards, praise and fame. Externally sourced motivation has less impact and are less likely to propel you towards success in the long-term.
When your motivation comes from within, it’s a powerful force. Psychologists call this type of motivation ‘intrinsic.’
Here are four principles you can use to boost intrinsic motivation at work.
How is success measured in your business? Is it assessed in terms of the results achieved? Or is the effort exerted also important? In businesses that cultivate growth mindsets, learning from mistakes and focusing on results is a measure of success. As an HR or L&D practitioner, there are many concrete steps you can take to promote growth mindsets in your organisation. Here are four to get you started.
Shift management assumptions
Examine any assumptions that managers have made about their teams. Do some managers assume that their team members cannot take on new responsibilities? Do they talk about ‘stars’ and ‘problem people’? Or do they act on the assumption that people can learn and grow continuously? Help managers shift their thinking by encouraging them to focus on employee strengths and abilities, rather than weaknesses and ‘capability gaps.’
How is success measured in your team? Is it assessed in terms of the results achieved? Or is the effort exerted also important? In teams with growth mindsets, learning from mistakes and focusing on results is a measure of success. Here’s how to foster growth mindsets in YOUR team.
Reassess your assumptions about the people you lead
Are your employees’ individual talents and skill sets being properly utilised? Which of their talents can be further developed by advanced training? When you look at your team as individuals with unique talents and skills, magic happens. Productivity skyrockets because people are doing what they’re good at. Morale soars because individulals’ talents are being recognised.
Have you ever wondered why some people just reach milestone after milestone in their careers – and others seem to be perpetually stuck? That’s how powerful the mind is. With the wrong mindset, you can’t learn, grow or develop new skills. But with the right mindset, the sky is the limit!
Carol Dweck, a Stanford University professor, says there are two main ways people think about their abilities: through a ‘fixed’ mindset and a ‘growth’ mindset.
In today’s high-velocity workplace environment, HR practitioners need robust tools for enabling employees to build resilience and reduce stress. You can find those tools in the suite of techniques developed by positive psychology researchers. The point about these tools is they are backed by science: they’re founded in real psychology, not pop psychology. In a previous article Stay positive in tough times, I explained four evidence-based interventions that support the development of resilient thinking:
Actively building hope that the future can be (even) better than the present
Connecting to a sense of higher purpose
Looking after the self
Using learned optimism techniques to foster solution-focused thinking
In today’s high-velocity workplace environment, you need robust tools for managing stress. That’s what researchers from positive psychology bring you. In a previous article Stay positive in tough times, I explained four ways to stay resilient when experiencing setbacks.
Always have hope
Connect to your sense of higher purpose
Look after yourself
Operate from a belief that solutions can be found
Here’s an example of how resilient thinking can help you thrive during change at work. Imagine an organisational restructure has just been announced. People are starting to gossip and word is out that your department is going to be shut down. Instead of joining in, here’s how you could handle the situation with resilience and optimism.
How would respond if you made a huge mistake at work? What if you suddenly lost your job? What would your next steps be? Are you resilient enough not to break from the stress?
Resilience is not just a word touted in workplace well-being programs – it’s a fundamental approach to life. It’s the ability to bounce back from adversity and to experience setbacks without letting them negatively impact your optimism for the future.
Resilient thinkers have a core set of beliefs and practices in common. How can you can adopt these beliefs and practices? Here are some tips to get you started.
Many people feel powerless and frazzled in challenging situations. As an HR practitioner, you can play a huge role in changing this situation. If you have read my article Take charge of your life you know how to increase self-efficacy and help people operate from an internal locus of control by:
Believing they can have an impact
Monitoring and managing their internal dialogue
Turning off their automatic ‘Yes’ reactions
Finding new ways to do things
Now let’s look at some higher-level strategies you can use to foster emotion regulation in your business
Recruit for self-efficacy
Ideally, you should hire employees who already have a good sense of self-efficacy and strong internal locus of control. How do you do that? By asking probing questions, posing hypothetical situations and using robust psychometrics. Find out how candidates handle setbacks and challenges. Ask about their emotion management strategies, not just their job skills.
Many people feel powerless and frazzled in stressful situations. But YOU don’t have to be one of those people. If you’ve read Take charge of your life, you know how to increase your self-efficacy and operate from an internal locus of control. Remember the basics:
Believing you can have an impact
Monitoring and managing your internal dialogue
Turning off the automatic ‘Yes’
Finding new ways to do things
Now let’s look at how you can use these tips in practical ways during the average working day.