5 Intrinsic Motivators to Boost Employee Contribution

Good managers are always looking for ways to improve employees’ motivation so that they perform better and contribute more. Money always talks, of course, but it doesn’t have as lasting an effect as other less costly options, and we honestly don’t always have more to give. Appropriate financial compensation cannot be overlooked, but to encourage a cooperative workplace, consider these five non-financial motivators.

1. Designing the Job to Mold the Person. Oftentimes, an employee ends up in a position that isn’t quite right for their skill set. Probably more often than we all would like to admit. So. re-evaluate the work needed and the skills available among all employees. Maybe a restructuring of more than one job will better align with your business’s needs and the human resources available to meet them. It could involve rotation of some duties or expansion of existing duties to use valuable skills. People generally want to learn, create, and add to an organization, so ensure that the positions make sense even if it means remodeling job expectations.
2. Empowering Employees to Make Decisions Independently. The best interactions for both employees and customers occur when the customer and employee can reach agreement on what is needed, how to do it, and how to fix conflicts. This takes setting parameters and coaching on company philosophy, but an employee who can correct an error, offer a pricing solution, or expedite an order after a mistake feels in control and becomes instrumental in retaining existing clients.
3. Training for Improved Results. Employees really do want to do the best job possible. Training certainly helps them and you produce quality work, but it also has a personal reward—it offers personal and career development. An employee who understands their role in an organization will collaborate better and develop solid skills that contribute to your team’s success.
4. Recognizing Contributions. There are hundreds of ideas online for recognizing employees. Some cost a little, and many cost nothing. Saying “thank you” or “good job” is easy, and that type of verbal appreciation can happen every day. Monthly public recognition for jobs well-done or ideas contributed also encourage participation. If employees have trackable data, like add-on sales, these can be recognized also. Post good reviews or comments from customers where everyone can see them. Even simple themed gifts show that a manager appreciates and considers her staff.
5. Reviewing and Giving Feedback. Formal appraisals measure an employee’s success at meeting specific responsibilities and goals. They are an important aspect of providing feedback and opening conversations about improvements needed but also about what works. Informal feedback can happen any time a teachable moment occurs. These moments can be times to praise or to coach, depending on the situation. Just be aware. Then take a few minutes to provide direct and relevant comments to an employee. They improve quickly and know that you are looking to make their contributions as valuable as possible.

Employees want to feel valued and to know that what they do makes a positive contribution to our organizations. We can increase their motivation with various non-financial methods by using intrinsic motivators to promote productivity and workplace collaboration. Give them a try.

Author Profile Jon Forknell is the Vice President and General Manager of Atlas Business Solutions, Inc., a software marketing company specializing in employee scheduling software, including ScheduleBase employee scheduling software, and other business software solutions. In the past, Jon has been recognized by the U.S. Small Business Administration as a SBA Young Entrepreneur of the Year. Atlas Business Solutions was named as one of Software Magazine’s Top 500 Software Companies in 2004 through 2007, and 2010, 2013, 2014, 2016, 2017, and 2018.