Almost a third (32%) of respondents claim a higher salary would boost their workplace motivation, according to research by Canada Life Group Insurance.
Its research, which surveyed 763 employees, found that 24% of respondents said that the financial security from protection products would improve their motivation and productivity, while 9% would be more motivated by cash bonuses.
The research also found that workplace motivation is most negatively affected by work-related stress (16%), while 14% of respondents said unpleasant colleagues damage their motivation at work.
The same proportion (14%) blamed a lack of incentives, such as recognition or bonuses, while 13% said an unmanageable workload makes it hard for them to feel motivated at work.
Paul Avis (pictured), marketing director of Canada Life Group, said: “Employees should never feel too scared to tell their boss that they are unhappy and de-motivated, [because] only through communication can these types of problems be solved.
“If employees are really unhappy about tackling these problems head on, an employee assistance programme can provide third-party assistance and advice.
“If employees’ problems are money related, employers providing financial protection, such as group income protection, can go a long way to improve financial security and also contentment and productivity at work.”
The big question is – What Motivates Us, All Of Us?
The answer has been explained by researchers Edward Deci and Richard Ryan. Their about 40 years of research, supported and expanded by the research of many others, shows that what motivates us at work is having autonomy, competence, and relatedness. In my over 30 years of managing people, I found that to be true except that I added being heard and being respected since those are necessary for management to achieve the Deci/Ryan three. Meeting these five needs will create a fully engaged workforce of Superstars who love to come to work, are at least 300% more productive than if not engaged, and are self-controlled and self-directed. These people do not need to be directed or controlled only pointed in the right direction, even that being often unnecessary.
Best regards, Ben
http://www.bensimonton.com
The big question is – What Motivates Us, All Of Us?
The answer has been explained by researchers Edward Deci and Richard Ryan. Their about 40 years of research, supported and expanded by the research of many others, shows that what motivates us at work is having autonomy, competence, and relatedness. In my over 30 years of managing people, I found that to be true except that I added being heard and being respected since those are necessary for management to achieve the Deci/Ryan three. Meeting these five needs will create a fully engaged workforce of Superstars who love to come to work, are at least 300% more productive than if not engaged, and are self-controlled and self-directed. These people do not need to be directed or controlled only pointed in the right direction, even that being often unnecessary.
Best regards, Ben
http://www.bensimonton.com
I certainly suspect you’re right – that’s what employees say. But does it actually work out that way. My experience, personal and thru the observation of others, is that if you felt overworked and underpaid before the salary increase, you will feel that way again two weeks after the increase. Motivation has got to stem from something more long lasting and substantive.
To quote Deci/Ryan (the sole voices on extrinsic rewards actually reducing motivation, following research on school children) as an argument against money as a motivator is typical of those who deny money can motivate. There is far more significant and robust evidence that money can be used as a motivator in the workplace than not. As long as money is used correctly. Goal Theory by Latham/Locke probably the most powerful. Even Herzberg (the hygiene man) admits in his book that money used to recognize achievement is a powerful motivator (sadly most people read the headlines of his book rather than the full book).
I do agree money is not the be all and end all and Larry is correct when he says straight forward COLA pay rises have minimal effect, however using money as a recognition tool for achieving an agreed goal objective can be a powerful motivator for many.
This argument always annoys me as people take sides when in fact by maintaining an open mind managers can get use the best of both extrinsic and intrinsic motivational techniques.
Final point, it depends which employees you ask the question! As most will pretend money is not a motivator form them but it is for others and I have never known any who would turn down a pay rise!
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