{"id":2501,"date":"2022-03-31T23:32:10","date_gmt":"2022-03-31T12:32:10","guid":{"rendered":"https:\/\/greatpeopleinside.com\/australia\/?p=2501"},"modified":"2022-06-10T13:57:03","modified_gmt":"2022-06-10T02:57:03","slug":"motivation-how-to-measure-this-attribute-in-a-reliable-way","status":"publish","type":"post","link":"https:\/\/greatpeopleinside.com\/australia\/motivation-how-to-measure-this-attribute-in-a-reliable-way\/","title":{"rendered":"Motivation – how to measure this attribute in a reliable way"},"content":{"rendered":"

Motivation is the key to performance and success. The past two years have caused many workers around the globe to re-evaluate what\u2019s really important to them.\u00a0<\/span><\/p>\n

Maintaining productivity while working flexibly from home has prompted a massive shift in employees\u2019 thinking. The Great Resignation is evidence of this reset.<\/span><\/p>\n

Organisations have quickly adapted to the increased complexity of almost half of all workers now working remotely in some capacity. Employees have reported challenges with not being able to \u201cunplug\u201d, communicate, and generally stay motivated.<\/span><\/p>\n

While organisations have implemented guidelines to manage boundaries and new apps to address communication, motivating employees from a distance is a different kettle of fish!<\/span><\/p>\n

Motivation, engagement, or drive?<\/b><\/h3>\n

Ask anyone who set and achieved a personal goal what helped them achieve it, and they will usually say something such as\u00a0<\/span>I just \u201cwanted\u201d it<\/span><\/i>. This situation describes motivation.<\/span><\/p>\n

It doesn\u2019t matter what you call it – engagement, drive, motivation, dedication or enthusiasm. The challenge for businesses has always been maintaining motivation in their team.<\/span><\/p>\n

Studies tell us that motivated and engaged employees are more productive, innovative and creative than disengaged team members.<\/span><\/p>\n

One\u00a0<\/span>Emerald Group study concluded that<\/span><\/a>\u00a0\u201cmotivation is the main force through which individuals allocate effort to generate and implement innovative ideas\u201d.\u00a0\u00a0<\/span><\/p>\n

Two main types of Motivation<\/b><\/h3>\n

Intrinsic and extrinsic (think internal and external) are the two main types of motivation.\u00a0<\/span>Rochester University<\/span><\/a>\u00a0describes them as follows:<\/span><\/p>\n

 <\/p>\n

Intrinsic motivation involves performing a task because it\u2019s personally rewarding to you.<\/i><\/b><\/p>\n

Extrinsic motivation involves completing a task or exhibiting a behaviour because of external causes such as avoiding punishment or receiving a reward.<\/i><\/b><\/p>\n

 <\/p><\/blockquote>\n

 <\/p>\n

Examples of extrinsic motivation are increased salary, a bonus, a company car, or a promotion. These rewards are external and separate from the job itself.<\/span><\/p>\n

On the other hand, intrinsic motivation refers to factors that come from within a person. Intrinsic motivation is about behaviours driven by sheer enjoyment and wanting to do well at your job.\u00a0<\/span><\/p>\n

Of course, sometimes intrinsic and extrinsic motivation go hand in hand to help you complete a project or task.<\/span><\/p>\n

Intrinsic and Extrinsic Motivation at work<\/b><\/h3>\n

Giving positive feedback at work is highly motivational. We all like to know we are doing well. And that our contribution is appreciated by others. However, it\u2019s vital that your positive feedback should be specific. And in addition, it helps your team members understand your standards and expectations.<\/span><\/p>\n

You may also wish to use extrinsic motivation as a manager or leader. In this case, it\u2019s important to offer rewards strategically. For example, giving a reward to your sales team to increase the ranging of a product with their clients may focus your team\u2019s efforts solely on ranging. Perhaps with a result to the detriment of sales.<\/span><\/p>\n

Business benefits<\/b><\/h3>\n

The 2021 Employee Experience Survey, conducted by Willis Towers Watson, discovered that 92% of employers worldwide said the employee experience would be a priority over the next three years.<\/span><\/p>\n

Gallup researchers studied the differences in performance between engaged and actively disengaged work units. They found that those scoring in the top half on employee engagement nearly doubled their odds of success compared with those in the bottom half.<\/span><\/p>\n

In fact, across a range of areas, work units in the top quartile in employee engagement outperformed bottom-quartile work units by:<\/span><\/p>\n