Most assume people work for money, and just money. How many of us have had positions of good salary and still wanted out? “Golden Handcuffs” is often the term. People work for money because people want to eat. But the smart manager knows a motivated employee will deliver more for that same salary, and require less hands-on managing.

Daniel Pink writes the following three things are key:

• Autonomy: self direction. People don’t like to be micromanaged. Google allows 20% of employee time to be devoted to an employee’s personal project. Many of Google’s successful apps have come from this. Employees are a vast vessel of untapped knowledge. Tap it. They want you to.
• Mastery: People want to get better at doing things. Given the opportunity, they will.
• Purpose: People want to be part of something larger then themselves. They want to contribute.

Remember, you worked hard to find the employees you have. You hired them for their experience and what they can bring. It’s your job to bring leadership. Create a way for people to contribute.

The company I mentioned with the core value? They did very well with employee motivation for some time. The ROI was fantastic. But as the business faltered for other reasons, old-school managers were brought in and people were treated as expenses to be cut. Morale dropped significantly and “key employees” left just at the time they were needed most. The “brain drain.”

Other interesting links on the subject:
Kaisen Consulting in the UK
Bnet
SalesHQ Seven Steps to Motivate People

Tags: Daniel Pink, Motivation