This video was featured recently on Doug Shaw’s blog in which he poses the question, “What are we going to do differently to motivate our people?”
Great question, Doug. We should be asking it at every level of the organisation. While, ideally, these sorts of changes should filter down from the top of an organisation, we can all make a difference in the way we approach our work.
The idea promoted by Daniel Pink seem obvious to many of us, but to most companies it feels dangerously risky. We’re used to having the comfort factor of control and familiarity. We like seeing everyone sitting neatly at desks because it makes us feel safe.
But being physically present does not, by any means, guarantee that someone is mentally and emotionally engaged with what they are doing. You can’t truly win hearts and minds by treating staff like children.
Yes, by letting go of that sense of control you may find a few people don’t step up and get the job done – but that will be easily outweighed by the extra effort you’ll get from people who value the flexibility of a new working style, and the trust that is put in them.
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Article by Vandy Massey
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Great post. As Dan points out, companies lack the structures and systems necessary for motivating 21st century creative workers. Unlike extrinsic incentive awards that are known before the task is completed, strategic recognition is given spontaneously after the behavior or action being recognized occurs. Done properly to feed employee needs for intrinsic motivation, strategic recognition affirms for employees how their efforts matter to the group, team, company or customer achieving their goals and why those efforts are important within a much larger context of the company’s strategic objectives and the values that are important to them.
More of my thoughts on the Dan Pink video available here: http://globoforce.blogspot.com/2009/09/science-proves-carrots-are-rotten-and.html