OK, what's really important to realise about motivation is that there are two types; internal and external.
Internal motivation is when the individual is motivated to do something because they want to and external motivation is when an individual is motivated to do something because something external has incentivised them.
Most often we're internally motivated because we love to do something, we get enjoyment from the process, or we really see the value in what we're doing.
We're usually externally motivated by things like bonuses, extra days off, or a great big slice of chocolate cake (or is this just me?)...
Most organisations have this insane idea that the more money you throw at someone the more likely they are to achieve.
In the short term, yes, external motivation can be great.
It can come like a gentle kick up the bum.
But, after a while, and if the task is particularly difficult, then external motivations lose their power.
They end up becoming an un-tangible 'thing'.
The individual starts to not only think "well I'll not hit my targets", they also end up also thinking "and there goes that 'bonus' I had in the bag...".
But internal motivation is like the gift that keeps on giving.
When someone loves the process, loves the value, or just genuinely loves doing the thing they're doing, then there's no stopping them.
It's all about emotion.
If we're internally motivated to achieve we become emotionally attached to the outcome.
We'll dig our heels in, regroup, and go at it again, and again until we succeed.
Our emotions drive our behaviours (if they didn't no one would buy a flashy red sports car in their late 50's on a whim but it happens!)
So, in answer to the question -
When employees are engaged with an organisation, and when they feel integral to the outcome, they become emotionally attached to the organisations success.
& when someone is emotionally attached to an outcome they're internally motivated to make sure it's a successful outcome!
If your team do not care whether the company survives, they will not be emotionally invested in completing their dedicated tasks or fulfilling their responsibilities.
If they're not engaged, no amount of money will get someone to strive harder, work more efficiently, put extra time in...
I'm going to just roll back a little here & try and put the answer it in terms of cake.
Now, I love cake.
More than that, I really love chocolate cake.
I will order a chocolate cake after a meal even if I'm full and make sure I eat it.
But, right now I don't love cake.
Right now, I want to lose 7lbs so I can comfortably fit back into my favourite pair of jeans.
While I'm usually very motivated to do things for a slice of cake, right now I really couldn't care less.
I am however, extremely motivated to go to the gym 4 times a week, eat healthily (even if it's sometimes quite bland), and regularly top up my glass of water, even if it means traipsing to and from the loo far more than usual.
If I feel myself wavering and hankering for a bit of chocolate cake, I can close my eyes and imagine the feeling of achievement when I can do up those jeans.
I don't even need to see the jeans.
I just know how amazing I am going to feel when they fit again.
Your organisation needs to be like the jeans.
Your employees need to be emotionally attached your organisations mission, vision, and values.
Their job needs to get them so excited that they stick to the plan, plough on in the face of adversity, and achieve their goal.
Money is like cake.
Don't offer cake.
Get your employees engaged in your organisation & let them motivate themselves.
Happy engaging & I'll catch up with you soon!
Best wishes Katie.
p.s. if you're wondering I really do like chocolate cake but all the shop cakes are a little naff & I tend to make my own. I'm up for trying great recipes so feel free to tag me in a good one & I'll let you know it tastes (once I fit into my jeans!).
Oh and before I forget -
If you want to know how to stop tempting your team with cake/money & get them all fired up of their own accord grab the free employee engagement checklist which helps you understand where your organisation is right now & has some great tips to get you started ramping up your engagement levels:
Katie Woodland - A developmental, and holistic psychologist who specialises in educating and empowering individuals, business leaders & school teachers to remove mental health as a barrier to success.
Stress Management eCourse
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