co-workers and was known for her superior customer ser- vice skills.


W Over time, something changed. Mary began starting


work late, leaving early, and taking long lunches. The brief interactions with her co-workers usually turned into com- plaint sessions. She ignored phone calls and didn’t respond to emails. Customers were frustrated. Mary spent more time on her cell phone than doing the work she was being paid to do.


John, Mary’s manager, was at his wits’ end. He wanted


Mary to get back to the level of work he knew she was capable of doing. He went from one extreme to the other. First, he tried money. Then, he tried disciplinary action. Both resulted in short-term improvements, but they didn’t last.


Does this situation sound familiar? If so, don’t give up


too soon! There are six other ways to motivate employees that have longer lasting results than money or disciplin- ary action. The challenge is determining what motivates employees.


Asking an employee outright what motivates them


usually doesn’t work. Most people haven’t given it much thought. Instead, act like an investigator, looking for the


June 2021


hen Mary started with the company, she was en- thusiastic, energetic, and consistently the top salesperson on the team. She got along well her


clues, so you can identify the motivational factors of each individual.


Here are six common motivational factors and the clues to identifying them:


1. Belonging People who are motivated by a sense of belonging get ener- gized by being part of a group.


You might notice them coming up with creative ideas for


celebrations or suggesting get-togethers. “When’s the last time we went out for Happy Hour?” they might ask. Pay attention to what they do outside of work. Do they spend a lot of their free time with friends and family? Do they participate in group events like book clubs or sports teams?


Keep this employee motivated by asking them for ideas,


designating them as the celebration coordinator, and including them in projects.


2. Influence A formal leadership title isn’t needed to have influence. Many people are happy with an informal leadership role where they can influence others.


You can identify them by their willingness to speak for the


group. They are the “go-to” person when others need answers or reassurance. They are the person the team looks to for di- rection and advice.


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