Last week I was having a discussion with a client on how to communicate to his employees to begin creating a more motivated workforce.
I asked him what he felt was most important for him to communicate to achieve that outcome. He became frustrated with the question saying, “all they care about is money. I don’t think anything will motivate them unless I offer them all a raise.”
Although this may be the informal impression projected by employees it has been my experience that pay is just one of about a half-dozen key factors in employee motivation. And, its not at the top of the list, either.
In 29 years in business, including 20 years of leading small businesses in five different communities, I’ve learned there are other motivating factors in a work environment that too many leaders ignore. I encourage my client to invest more time in nurturing the non-monetary factors so they can leverage their salary and benefits package much more effectively and achieve greater bottom line results.
I’d like to propose that the top three things employees come to work for are what I call “The 3 Ps of Employee Performance and Motivation:”
For time sake I’m not going to elablorate here on the first two and how and why I’ve found them to be important motivational factors, but I will in future blog posts next week. Additionally, I have to admit this is not based on any official workplace research, its just from my anecdotal experience of leading others for 20 years and coaching business leaders over the last 10 years to communicate to motivate.
All 3 P’s must be present in the work environment and in the right mix for each individual employee. Business leaders have more control over all three then they realize and sadly usually just focus on the most expensive, which leads to much of their frustration.
I was reading a blog post in Compensation Cafe yesterday by my friend and colleague Derek Irvine of Globoforce, a global strategic employee recognition firm, who confirmed my belief with some C-Suite research in which he proclaims that employees today are seeking “meaning over money.”
Although the research Derek points to comes from an ExecuNet survey of C Level executives, I believe the results would be similar for employees below the C-suite and would include even the most frontline workers. Obviously money does become more of a factor based on being able to fulfill a particular lifestyle desire and have basic needs met. But we all know people earning significant money who are unhappy in their careers, and those earning below average salaries who are happy and engaged because they are passionate about the work they do.
If you’d like to improve your leadership approach to be able to create a more inspiring and motivating work environment you are going to want to learn more about my “Confident Leaders Virtual Training Camp” that kicks off very soon.
Please feel free to leave a comment to add to the discussion I’d love to learn your experience regarding the “3 P’s of Employee Performance and Motivation.”
‘Til next time, have a great weekend!