One of the traps that I see many managers fall into is the belief that people don’t change. Often they fall into this when they feel they’ve tried everything to motivate and engage their team without success. A cynical attitude sets in followed by a commensurate reduction in expectation. The next step is a decrease in productivity, and the downward spiral begins.
But people do change. Even if the specific evidence around us says otherwise. Subjectively you may tell yourself that people don’t change but science tells us that they do. As a matter of fact the very definition of life is the ability to change. Anything that isn’t changing is dead (a lesson for business).
The science behind motivation shows that people will change when they’ve been motivated properly. The problem is that we often use extrinsic rather than intrinsic motivators because they’re easier to apply.
We’re at a place in our business history where leadership and management are experiencing diminishing returns on their extrinsic investments. Incremental pay raises and fringe benefits aren’t producing the commensurate increase in productivity that we were looking for. And it’s getting harder and harder to retain great talent. Many employees aren’t that interested in more external rewards if it means just doing more of the same work.
Something or someone needs to tap a nerve in the worker that will generate an internal vibe that motivates them intrinsically. This can be done. This must be done if we’re ever going to turn the tide of waning employee engagement.
The good news is that it’s possible, but only if we commit to giving our teams a greater vision. For too long we’ve had our head down and plowed, only looking up to check the bottom line. It’s time to lift our heads to see the big picture, to inspire our teams with the whole vision.
We’re growing as a nation of workers. We’re seeking new motivations for doing what we spend most of our waking hours doing. We want to use all of our skills and talents. We’re looking deeper into the purpose of our work and trying to find meaning.
This is a challenge for leadership and management because it demands that they dig deeper, too. Seeking intrinsic motivators means we have to find ways to inspire our teams to do great work. It may mean some reorganization within the team. It may mean some fine-tuning of our structure. It probably requires deeper understanding and communication on both ends. It certainly means casting a larger more inspiring vision.