Enhancing employee motivation in today’s intricate business climate can be difficult—and the path to success can be elusive. As a Performance Coach, I frequently engage with business owners grappling with the challenge of inspiring their teams and doing so in a way that matches the company culture. Many of these difficulties are often chalked up to generational differences in approaches to work, but the real culprit is communication—or lack thereof.
For most business leaders, giving direct feedback on performance is often the default tool to motivate their employees. However, recent revelations from a Harvard Business Review article suggest that feedback on performance alone may not yield the desired results. Criticism, particularly, can hinder the brain’s receptiveness to learning. Put simply, leaders cannot simply tell employees how they can do better if they seek to enhance employee motivation.
Unpacking Motivation: Embracing Curiosity
So, how can feedback be wielded effectively to motivate? The answer lies in revisiting the psychological principles that shape human behavior:
Recognition and Reinforcement
Rather than spotlighting deficits, celebrate success! Identifying and appreciating positive behaviors will go a lot further than telling someone what they did wrong. When employees excel, genuine commendation becomes a powerful motivator to continue demonstrating the desired behavior.
Consequences as a Tool
Positive reinforcement boosts and perpetuates desired behaviors. It also helps phase out undesirable conduct. Additionally, ignoring unwanted behaviors, combined with reinforcing positive actions, gradually curtails counterproductive habits.
Timing is Key
When teaching an employee a new skill and encouraging them to engage in new behavioral patterns, the timing of reinforcement is incredibly important. Even after you have commended positive employee behavior, reinforcement will help sustain momentum and ultimately lead to more of the behavior you’re seeking.
Understanding Individual Motivators
Recognizing what motivates each employee is imperative to driving positive outcomes—though motivators will vary from employee to employee. Some cherish intrinsic rewards, while others lean toward extrinsic incentives. Learn their preferences and offer choices—be it time off, a salary increment, or a change in title—and then observe how each employee reacts.
Social Learning Theory
Modeling behavior surpasses explicit instructions every time. Employees emulate conduct they value—especially from revered figures. That’s why mentoring can be a powerful educational tool.
Simplifying Complex Behavior
Breaking down complicated business procedures into bite-sized bits makes it easier for everyone to “get it.” Nail the basics first, and suddenly, the complex becomes less intimidating. It’s like solving a jigsaw puzzle—with each piece you place, the larger picture becomes clearer.
Implementing the psychological basics above can harmonize your understanding with your employees, elevating productivity and success within your company.
It All Comes Back to Communication
Navigating the maze of employee motivation isn’t just about generational and individual differences—it’s about how we talk. Giving feedback on performance alone doesn’t cut it. Leaders must learn to tap into the psychology that drives behaviors to properly motivate their employees.
Spotlight employee wins instead of just pointing out their flaws. Timing matters—keep that positivity train rolling! And don’t overlook consequences—then gently steer behavior towards the desired outcome. Understanding what drives each person is key—some thrive on praise, others want a raise or time off. Let each employee pick their own carrot! And remember, people mimic behavior they admire. Become a great mentor and you will beget great employees!
Motivation isn’t about calling employees out for slacking off. it’s about finding what fuels them. Apply these psych basics, and watch what happens.
