One of the key challenges for any leader is motivating people. There no one silver bullet to do this, but what is clear is that what does motivate people has not changed. It ultimately comes down to how a person feels, but too often people forget the fundamentals around what motivates and de-motivates people.

Motivating people

In 1966 Frederick Herzberg (an American Sociologist) conducted groundbreaking research on what motivated and de-motivated staff. Now some 60 years on, what has changed? His investigations found:

You can read his classic article in the Harvard Business Review, January – February 1968, Number 68108

There is nothing new here that no reasonable manager or leader would not already know or be aware of. So how come so many managers and leaders do not actually do what is inherently known?

You do not need a climate or employee engagement survey to get a handle on what is taking place in the workplace or community. Just walk around. Talk to people. Make some observations. It is not hard. The key is to be proactive and get a feel for the mood of people. If you ask motivated or dissatisfied people how they are feeling they will tell you.

Hygiene factors v motivators

Hygiene factors are the “don’t pass go” elements which are fundamental to any team. Whilst not necessarily increasing motivation when present, if they are missing or inadequate it can lead to dissatisfaction. They are often extrinsic, meaning they are external to the individual. They are the necessary “tools of trade” for any person to effectively work in a positive motivated manner.

Some examples include: clear role descriptions, pay and conditions, safe and suitable work conditions, clear policies and procedures, and an engaging induction process.

Neglecting or ignoring hygiene factors will lead to dissatisfaction, a drop in morale, and a prevailing sense of frustration.

Motivators are the intrinsic factors that directly inspire people to perform, feel a sense of belonging, and find satisfaction in what they are doing. These are the elements which fuel a person’s sense of value, recognition, confidence, pride, and commitment.

The role of leaders

Whilst hygiene factors may not motivate people, they form the baseline for a productive workplace or team. To avoid a growing sense of dissatisfaction leaders must proactively:

• Ensure fairness and equity among all team members;
• Foster an open and emotionally safe environment that encourages transparent communication and feedback loops;
• Promote and role model respect, civility, empathy, and humility; and
• Remove any fear and uncertainty from the minds of people.

Leaders can greatly influence motivators by:

• Consistently doing the little things day in and day out that build trust and credibility;
• Recognise and acknowledge people’s achievements;
• Encourage, empower, and welcome decision-making;
• Give people autonomy and responsibility for their roles, and avoid micromanaging them; and
• Encourage a growth mindset and “can do” attitude by role modelling being curious and positivity.

Leaders who understand the difference between hygiene factors and motivators are better equipped to create a positive environment for people to thrive.

Leadership Lesson

Hygiene factors provide the necessary foundations to avoid dissatisfaction.
They are like the foundations of a house; without them it collapses.

Motivators inspire people to reach their full potential.
They are like the furnishings and decor of a house which make it and enjoyable place to live.

Facta Non-Verba – Deeds Not Words