Managerial Motivation Takes More than Money

03/06/07

Many companies can no longer afford to pull one of the main levers they’ve used to motivate managers over the past decade or two: money.

The good news, according to expert Denise Gians, is that you have many other motivational levers at your command. And some work more effectively than money.

Says Gians, Motivation Product Manager at G.Neil, “One of the lowest-cost motivators at your disposal is recognition. We classify employee recognition as the top motivator—it absolutely beats money any day.”

Know What Floats Their Boats
Gians doesn’t distinguish between managers and hourly workers in terms of motivation, which she defines as “anything that gets their bodies in gear and their minds inspired.” To get superior performance from employees—or to encourage them to act in any particular way—you need to find out what they want from you and the company. “People assume everybody is the same and that you motivate them the same way,” states Gians. “That’s how you lose employees.”

To find out what people want, ask them. Don’t assume you know. And ask them now—before it’s too late. Gians tells the story of a good worker in an exit interview. His manager said, “I’m sorry to see you go. I wish there was something we could have done to keep you on board.”

The man replied, matter of factly, “There was. I wanted to be recognized for getting involved in key projects.” The manager was floored, never having suspected this was the reason behind the departure of a valuable employee.

Recognize Work Well Done
Gians says any motivational program rests on a manager’s ability to support an employee’s growth, and to show respect and trust. Without these characteristics, the program is bound to fail.

That said, motivators—all some form of recognition for work well done—fall into three classes: no cost, low cost, and formal.

No-cost recognition: Methods include public acknowledgement (like at a meeting) for stellar performance, personal congratulations in the form of a note, verbal “attaboys,” compliments in performance reviews, and so forth.

Low-cost recognition: Options include taking an employee out to lunch, giving him or her time off, and delivering a birthday or service anniversary card.

Formal recognition: While formal recognition involves some expense, it needn’t be expensive (like a bonus or raise). Choices here are service pins, presentation clocks or plaques, among other things.

Why are formal types of recognition superior to money in motivating some employees? Gians: “You can’t display a bonus. You can’t display cash. And even if you could, it’s not long lasting.”

Develop a Program to Motivate
Developing a motivational program incorporating the three levels of recognition can turn your employees into high performers.

Gians tells another story, this of a downsizing hotel plagued by low morale, poor service, and dropping occupancy rates. One manager knew something had to be done, so he developed a program using some of G.Neil’s “Star” recognition products. A different employee got a star quality service pin every two weeks, the employee with the best idea of the month got a jelly bean jar, and each quarter, a high-performer received an engraved star service award. Says Gians, “After ten months, morale was at an all-time high and occupancy was up.”

Take the Time
No matter what method you use to motivate, keep one thought in mind: Employees respond when you take the time to notice them and their work.

“Any manager that’s ever motivated me has taken the time to do something nice,” says Gians. “Taking the time to write a note or pat me on the back has meant more to me than any extra money. The key to motivation,” she concludes, “is taking the time."

These products make it easy to recognize the performance that drives your organization’s success:

Star Rewards Employee Motivation Kit

Achievement Recognition Awards

Desktop Clocks

Star Candy Jar

Recognition Pins

Award Plaques

Birthday Cards

Anniversary Cards

Award Wizard Software