Staff Motivation and Recognition Brought to you by PROCEED, Inc. National Center for Training, Support and Technical Assistance Facilitator: Damian Goldvarg, Ph.D.
Learning Objectives By the end of the session participants: will define their role as supervisors in motivating and recognizing their staff. will identify strategies to motivate and recognize their volunteers and/or staff.
What is Motivation? In a triad write down a dictionary definition.
What is Motivation? 1. Inner Drive 2. Incentive 3. Impulse 4. Causing Motion Webster s Dictionary
What is Motivation? Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior. These reasons may include: basic needs such as food or a desired object, goal, state of being, or ideal. According to Geen, motivation refers to the initiation, direction, intensity and persistence of human behavior.
Motivation Theories Maslow Needs Theory People are motivated by a series of needs set in a hierarchical order that range from the material to the spiritual. Self-Actualization (autonomy, independence, self-control) Esteem (respect, status, prestige) Social (family, friends, organizations) Security (property, employment) Physiological (food, shelter, clothing)
David C. McClelland s Motivation Theory Need to Achieve Those who have this need make an effort to stand out and be successful. Need to Wield Power Those who have this need enjoy the role of boss and try to influence others. Need for Affiliation Those who have this need prefer conditions that lead to cooperation rather than competition, and they stand out for their high level of collaboration.
Stacy Adams Theory of Equity Employees expect equity in compensation for their efforts and they compare themselves with others in and out of their organization.
Herzberg s Two Factors Theory He distinguished between: Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction, and Hygiene factors; (e.g. status, job security, salary and fringe benefits) which do not motivate if present, but if absent will result in demotivation. The name Hygiene factors is used because, like hygiene, the presence will not make you healthier, but absence can cause health deterioration.
Do you think that people need to be motivated?
Rewards and Reinforcement A reinforcer is different from a reward What is the difference? Reinforcement is intended to create a measured increase in the rate of a desirable behavior following the addition of something to the environment
Rewards A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intent to cause the behavior to occur again. This is done by associating positive meaning to the behavior. Studies show that if the person receives the reward immediately, the effect would be greater, and decreases as duration lengthens.
Rewards Rewards can be organized as extrinsic or intrinsic. Extrinsic rewards are external to the person; for example, praise or money. Intrinsic rewards are internal to the person; for example, satisfaction or accomplishment.
Retention Strategies for Top Talent Most popular strategies Highly effective strategies Least effective strategies
Most popular Highly effective Least effective
What makes employees stay? 1. Work/Life Balance 2. Job Security 3. Financial Rewards 4. Professional Career Satisfaction 5. Degree of influence over own work
Four main categories Communication Work Environment Compensation Career Advancement
Effective Motivation Strategies Challenging projects/work assignments Top executive leadership and support Access to leading edge technology Incentive programs Freedom to work independently Fulfilling work
Effective Motivation Strategies Highly competitive compensation package Incentive/Perks Developmental Opportunities Reward Systems Educational Benefits Competitive Vacation/Holiday Pay Retirement Plans
Directly involving employees adds energy and momentum to the effort. Talentkeepers
Reasons for Employee Turnover Better 39% Compensation/Benefits Personal or Undisclosed 20% Reasons Career Related Issues 13% Company Related Issues 13% Market Factors 10% Job Related Issues 5%
Next Steps What three things will you do differently, or think about differently as a result of today s learning? 1. 2. 3.
Contact the Facilitator Damian Goldvarg, Ph.D. Dgoldvarg@aol.com (310) 836-7618 www.thegoldvargconsultinggroup.com