The Science Behind Motivating Employees in the Workplace

Does your team approach work with enthusiasm and initiative?

Are they consistently exceeding your expectations?

Or is your team sluggish, uninspired, and consistently missing deadlines?

Unfortunately, a lot of managers are struggling to inspire their teams right now, which can lead to disengagement, low productivity, and a toxic work environment.

But what if I told you there's a science to motivating people? By understanding the principles I teach you in this episode, you can become a master motivator and unlock your team's full potential.

Hey everyone. I'm Doug Howard. I'm a leadership coach and consultant for engineering companies and leaders. But I use this YouTube channel to teach leaders in any industry how to unlock the full potential of your people. Each episode focuses on the human side of management by exploring topics like emotional intelligence, influence, and motivation. If you're ready to create a motivated and thriving team environment, hit that subscribe button.

Today's main topic is motivation, and before we get started, I want to hear from you. What's your biggest struggles when it comes to motivating your team? Please share in the comments below. I'd be happy to give my feedback on your specific challenge and who knows, it might be the topic for a future episode.

Motivation is a Critical Leadership Skill That Most Managers Never Learn

Now let's dive in. Why is motivation such a crucial skill for managers?

Simply put, demotivated teams cost companies money. Countless studies show a direct correlation between employee motivation and factors like productivity, retention, and innovation. Yet many managers never receive training on how to actually motivate their teams. So instead, they use outdated methods like fear or micromanagement, which only leads to further demotivation. Many managers rely solely on external motivators and dangling carrots like bonuses, raises, and promotions, or they go in the opposite direction by imposing threats.

Here's why that's a problem. When it comes to positive extrinsic motivators like bonuses and raises, the motivation is only temporary, so it doesn't create a lasting positive change, and that's not sustainable. For example, offering a bonus for completing a task can shift the focus from the inherent satisfaction of doing a good job to an external reward. If you continue relying on extrinsic motivators, that would mean you're going to have to give someone a raise bonus or promotion every time you want them to improve their performance. That's not practical, possible, or sustainable.

On the other hand, when managers use negative tactics like imposing threats or taking away freedoms, this also has a limited impact. Doing this might create a surge of motivation where they pick up their performance over a short period of time or on a specific project or task, but it won't take long for that motivation to dwindle. So all you're going to accomplish with this approach is a breeding ground for mutual resentment and distrust between you and your team.

The 3 Core Intrinsic Motivational Triggers

Instead of relying on extrinsic motivators. Effective leaders understand the power of intrinsic motivation. This is where people are driven by the desire to learn, grow, and make a meaningful contribution. Tapping into intrinsic motivators is the key to creating the impact you're looking for with your team.

To leverage these intrinsic motivators, you have to understand the three key factors that drive human motivation.

Intrinsic Motivator 1 - Autonomy

Number one is autonomy.

This is our need for self direction, for control over our work, and the ability to make decisions and solve problems independently. All people crave a sense of control over their work. This goes beyond just choosing tasks. It includes having a say in how those tasks are completed.

While micromanagement stifles autonomy, offering your team choices and flexibility fosters more engagement. Increased ownership leads to higher quality of work, greater innovation, and a stronger sense of responsibility. Employees feel more trusted and valued, which boosts morale and satisfaction.

Intrinsic Motivator 2 - Mastery

Number two is mastery.

This is the desire to improve our skills, get better, and become experts in our field. All humans have a natural desire to learn and improve, and this is why we evolved from hunter gatherers to building pyramids.

We find satisfaction in the challenge of mastering a skill, solving problems, and growing our expertise. Mastery fosters a sense of accomplishment and it motivates continuous learning. Employees become more engaged and productive as their skills develop.

Intrinsic Motivator 3 - Purpose

Number three is purpose.

This is our need to feel that our work has meaning in it, and that it contributes to something bigger beyond ourselves.

People want to feel like their work has a greater meaning or a positive impact. They're motivated by the idea that efforts contribute to something larger than just a paycheck. Purpose fuels passion and commitment. Employees are more likely to go the extra mile when they feel like their work matters.

Autonomy, mastery, and purpose. These are the three core intrinsic motivators that are hardwired into our DNA. But unfortunately, many workplaces and many managers operate in the opposite way.

Micromanagement, strict rules, and limited decision making power all kill autonomy. Lack of training, repetitive tasks, and limited opportunities for growth all stifle the desire to learn and improve, which kills mastery. Unclear goals, meaningless tasks, disconnected projects, and a lack of connection to the bigger picture leaves your employees feeling like their work is meaningless, which creates a lost sense of purpose. The result is a demotivated workforce that goes through the motions without passion or engagement.

By understanding these core motivators and demotivators, you can choose to create a work environment that ignites your team's passion.

Here's a high level approach. First, make sure you're granting autonomy. Empower your team to make decisions and own their projects. Delegate tasks, empower decision making, and trust your team to own their work.

Second, make sure you're fostering mastery. Provide opportunities for training, mentorship, skill development, stretch assignments, and challenging projects.

Third, make sure you're connecting their work to purpose. Articulate a clear vision. Explain how individual roles contribute to the company's mission. Celebrate achievements that make a difference. Connecting team projects to the company's mission fosters a sense of purpose for everyone.

This is just scratching the surface of how to utilize intrinsic motivators to improve your team. If you're ready to dive deeper and learn actionable strategies for motivating your team, watch part two of this episode. It's called Nine Ways to Motivate Underperforming Teams. The link to that episode should appear on your screen right now, but I'll also include a link to it in this episode's description.

Thanks for watching.

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