Motivation - Rewards As A Key Factor In Motivation
During this podcast Warren breaks down and explains in greater details how targets and goal setting are the fundamental keys to effective motivation.
Stage one: Target. Employees can be motivated by setting a target and a goal.
Stage two: Performance or behavioural plans. Once a target or goal has been developed stage two involves devising a plan. Plan can be either a behavioural action plan or a performance action plan. It should be communicated so that the individual is able to follow the plan within a given time period. And should be broken down so that the individual/ team can easily see how to achieve the goal of target. An effective leader should always remember that the first emotional reaction to change is resistance. This resistance can be quite strong if the team or individual is experienced, has been working in the organisation for a long time, or is used to using the current process or procedures. A successful motivator or influence should be able to recognise this as one of the first factors to overcome.
Stage three: Reward. Great motivators recognise the need to reward achievement not only in achieving the goal but also to reward the progress towards the successful achievement of the goal. Rewards can be external; praise, recognition, incentives, time off etc. They can also be internal; the feelings of satisfaction we experience once we have achieved a target. We can feel pride, self-achievement, increased confidence, satisfaction etc.
The excellent motivator not only understands the value of external motivators to drive improvements in performance and behaviour but will also use internal factors of motivation to achieve their goal.
Stage one: Target. Employees can be motivated by setting a target and a goal.
Stage two: Performance or behavioural plans. Once a target or goal has been developed stage two involves devising a plan. Plan can be either a behavioural action plan or a performance action plan. It should be communicated so that the individual is able to follow the plan within a given time period. And should be broken down so that the individual/ team can easily see how to achieve the goal of target. An effective leader should always remember that the first emotional reaction to change is resistance. This resistance can be quite strong if the team or individual is experienced, has been working in the organisation for a long time, or is used to using the current process or procedures. A successful motivator or influence should be able to recognise this as one of the first factors to overcome.
Stage three: Reward. Great motivators recognise the need to reward achievement not only in achieving the goal but also to reward the progress towards the successful achievement of the goal. Rewards can be external; praise, recognition, incentives, time off etc. They can also be internal; the feelings of satisfaction we experience once we have achieved a target. We can feel pride, self-achievement, increased confidence, satisfaction etc.
The excellent motivator not only understands the value of external motivators to drive improvements in performance and behaviour but will also use internal factors of motivation to achieve their goal.
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