Motivation or – the pee-effect strategy
You might have come across one of the common questions in interviews, team- or management meetings. Some questions like “What motivated you to apply for this position?”, “What motivates you most?” or “How can we increase motivation?”.
I like the idea that human resource and management start to pay a little more attention to the factor of motivation. What would the benefit of a highly skilled and well experienced candidate which is lacking motivation and most probably dragging feet to work?
I haven’t come across any convincing answer which would be applicable to this question though. Maybe money? – What if the candidate might become greedy and too expensive for the business at one point? Maybe the chance to see some real development for the candidate’s career? – What if the candidate becomes a real threat to the direct manager? Who wants to hire the candidate which is going to take over your position and sends you back to the job market? Sure, it would be beneficial if your employees have fun doing their jobs. So, having fun could be one motivator besides good salary, responsibility and the possibility to develop skills and progress in career.
Let’s take a half step back and look at the motivators we’ve just identified. We realize, that those are mostly influencers from outside. We could even compare that with a kind of engine. Give some gas, oil, oxygen, water as coolant and current for the sparkplugs which would give us enough motivation for the engine to run. That seems quite logic and pretty much straight forward. So, all we need, is to identify our motivators and make sure those are available – better more than less – and our productivity will rise to its peak.