According to Herzberg’s motivationhygiene theory, in the workplace, there are two sets of factors – one set (Motivation) causes job satisfaction and the other set (hygiene, if not present) causes dissatisfaction. The satisfaction and dissatisfaction are two independent phenomena and one doesn’t compensate for other.

Following are the examples of two factors:

  • Hygiene: Following factors causes dissatisfaction among employee at work and it must be eliminated
    • Reasonable Pay – Based on the skill of the individual and what market pays for similar skills and capability
    • Supervisory Practices, Company Policies, Work Condition, and Overall Fairness
    • Job Security
    • Vacations
    • Paid Insurance
    • Health Safety
    • Other stuff like – fringe benefits
  • Motivation: The following factors causes motivation among employee
    • Appreciation from manager and colleagues
    • Opportunity to do something meaningful
    • Challenging Work
    • Sense of importance to an organization
    • Involvement in decision making
    • Responsibility

The Motivation Factors:

While there are various things which may motivate different people, as an organization you still need to understand the key factors, which motivates people and help them stay motivated. I conducted a poll and here is the result:

Factors which motivates employee

It is true that you cannot pick up all the improvement area in one go. Hence, it is important to get the priority right. Based on my experience and the poll above, if any organization needs to pick up top three activities where it must focus to improve the overall motivation level in the organization then following will be my recommendation

  1. Appreciation
  2. Opportunity to do something meaningful
  3. Challenge (based on ability)

Importance of Appreciation

Feeling genuinely appreciated lifts people up. It is energizing. At the most basic level, it makes people feel safe, which enables them to do their best.

Appreciate Consciously

Unfortunately, many of us don’t have the habit of taking a moment and genuinely appreciating someone. While we may be quick to pass on opinion, a genuine feedback requires sincerity. We need to go one step ahead and come up with the true appreciation (or constructive feedback), which the person can use to strengthen himself/herself.

To solve this problem in an organizational setup, EngazeWell provides the concept of Wallet. Everyone in the company has a certain number of points allocated irrespective of the roles and responsibilities. Further, based on the number of people that reports to a given employee, the equivalent number of points get allocated.

This wallet point acts like currency and you can appreciate someone only when you have positive wallet points. When you appreciate someone by contributing some KarmaScore and giving a descriptive comment, the equivalent amount of wallet points get debited from your account and the same amount of reward points get credited to the person who is being appreciated.

However, this wallet is special. It has following rules:

  1. The Wallet Point is limited in a given appraisal cycle
  2. The Wallet Point expires at the end of the appraisal year

Due to above nature of the Wallet points, it ensures that people use this to appreciate colleagues and also take accountability of the appreciation.

Further, we have a rule that the feedback must be at least 140-chracters. We casually call this “anti-twitter” rule. The goal is simple, the appreciation (or constructive feedback) should be as crisp and as explicit as possible.

Following screen shows, the way we enter appreciation details:

KarmaScore Nomination Screen

Culture of Appreciation

As explained in the below image, something is recognized as the culture when you have more people exhibiting similar behavior consistently in an organization:

How Culture Gets Created

The habit of giving genuine appreciation, ensure that people do take a note of contribution from their colleagues, supervisors, reportee and acknowledge the same formally. This takes the energy level of the whole group and the company to the next level. While two companies may have the same hygiene factors available, their energy level will be totally different, if this specific element is different.

Be conscious! Take a moment and do appreciate someone who is exhibiting company’s values and who is helping you and your company achieve a higher result!

References

  • https://en.wikipedia.org/wiki/Two-factor_theory

Alok Ranjan

Alok is co-founder of Walking Tree Technologies Private Limited. He is determined to help companies build a high-performance team. For more details about Alok, please visit below URL: https://www.linkedin.com/in/alok-ranjan-b36a103

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