Positive & Negative: The 5 Motivators of Why We Work [Infographic]

The pursuit of money, passion, power, personal growth — we all have our reasons for working. These reasons are called motivators, and they’re divided into two categories: positive and negative. Our infographic illustrates the difference between the two and offers insight for leaders looking to increase employee engagement.

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Motivation Across the Nations

Hinda’s own Marlene Johnson was interviewed recently for the article “Motivation Overseas” in the January/February issue of Premiere Incentive Products (PIP). Writer Deborah L. Vence talks with Johnson and two other industry experts about the implications of offering your company’s recognition programs at its non-US-based branches. The most important factors to consider here are technology and cultural awareness.

“The most efficient way to operate a global incentive program with a technology platform that translates globally, but is personalized at the local level,” Johnson explains. “By that I mean the platform is offered in the local language, supported by local currencies [and] awards are locally relevant and distributed at the local level.”

The article states that some of the best practices to use when establishing a global incentive program include developing a clearly defined, concise strategy for global recognition, offering opportunities for employees at all levels to be able to participate, and listening to what your employees need and want, perhaps inviting them to join in on the strategizing discussion.

With regard to the reward itself, the article states that one of the biggest challenges includes consideration of language, geography and cultural differences. Also, be sure that the reward is structured into your company’s long-term program of recognition and isn’t just a one-time opportunity.

One of the most important things to remember during the process of developing your global program is the cultural and/or ethnic implications that will surely come into play. “There are considerations to be taken in every corner of the world,” Johnson says. “Some award choices may not be appropriate for certain marketplaces, etc. Understanding those nuances is critical for the successful deployment and continued success of a global incentive program.”

Additionally, different cultures respond to recognition differently, according to the article. Language can be an issue, as most employees would want to receive recognition in their own language. Making sure that each employee understands the parameters of the program and choosing the most appropriate award choices are two important considerations that need to be taken within your global recognition program.

The bottom line is that global recognition should be fun and engaging for employees at every level of your company, and should be integrated into your company’s overall culture of recognition. Being aware and sensitive to technological differences and cultural/ethnic values and protocol is essential and should not be a roadblock for your successful program implementation. Your strategizing sessions are also a great opportunity to learn a bit more about the important people in your company and their values and lifestyles!

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Visualizing Employee Motivation

Sometimes, it's easiest to learn a concept through visualization. Take employee motivation for example. There isn't a solid, clear-cut definition of it out there. Often times, it involves trial-and-error practices and personalization in order to be successful. But, to aid in our understanding, IncBlot has created the following infographic. It explains the theory and ideas behind motivation, the motivation equation in the workforce, action steps, questions to consider and useful statistics.

Some notable takeaways:

  • 30% of executives say that motivating their employees is their toughest job
  • "People often say that motivation doesn't last. Well, neither does bathing - that's why we recommend it daily." - Zig Zigler
  • Action Step: Ask a team member what non-monetary rewards they might find motivational.
  • The average American employee wastes 2 hours and 5 minutes of an 8 hour day

As an employer, how do you motivate your employees? As an employee, what motivates you to work? Leave a comment and let us know!

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Harnessing the Science of Persuasion

As hiring managers and business leaders, it is your responsibility to maintain a positive relationship with your employees. In order to motivate and direct employees, persuasion skills are necessary, as they exert a great influence over others. It may seem impossible to learn charisma, but persuasion is governed by basic principles that can be taught, learned and applied.

The Harvard Business Review released an article highlighting the science of persuasion. In their findings, they revealed six fundamental principles of persuasion and suggested a few ways that executives can apply them in their organizations. They firmly believe that no leader can succeed without mastering the art of persuasion. The six principles are explained in the table below.

 

 

In a business sense, these six principles can be summed up nicely. Business leaders should utilize the following applications when putting these principles to use.

  • Liking: Uncover real similarities and offer genuine purpose.
  • Reciprocity: Give what you want to receive.
  • Social Proof: Use peer power whenever it's available.
  • Consistency: Make their commitments active, public and voluntary.
  • Authority: Expose your expertise; don't assume it's self-evident.
  • Scarcity: Highlight unique benefits and exclusive information.

Although the six principles and their applications can be discussed separately, they should be applied in combination to compound their impact.

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