HR · Building a team

How do you motivate people - beyond money?

Valeria Magoni Content & Inbound Marketing - Web / Digital Marketing - SEO - Marketing Automation - Lead Generation

February 18th, 2016

Please share your experience and some examples of non-financial motivational techniques. Can you help me?

Sébastien Aumaître Founder & CEO chez PUSH START

February 19th, 2016

money is not everything indeed.
One key is having a meaningful job : understand what I do, and what consequences it will bring to the team / to the client / to my company
Feedback is also fundamental : tell your team when job is well done and when you think there are some areas of improvements.
Giving perspective is also key : make your employees understand where they are know and where they could be in 6 months or 1 / 2 years from now. And what do they need to do to achieve a given goal.
Just a few insights to think about...

Lorraine Wheeler President at Redstoke, LLC

February 19th, 2016

I don't think there is a one size fits all solution to motivating people.  Get to know your employees and what is important to them and customize your approach to reward and motivation.  Increased flexibility in working arrangements, added responsibility, public recognition, and customizing their job to include more customer interaction are examples.  Taking the time to listen to their individual goals/needs and then customizing a recognition approach has been very effective for me.

Phillip Cohen President, Cohen Architectural Woodworking

February 19th, 2016

Love them. Get to know their stories. Carry them in your heart and show it in little everyday expressions. 

Frankie Picasso Social Impact Champion, Founder & Radio Host, The Good Radio Network

February 19th, 2016

I was was responsible to make 60,000 employees happy, motivated in a decentralized government where strikes had pitted employee against employee. 
I was not allowed to give them money. What was I to do?
1. I validated them. I went out and met individuals and ministries. I listened to them. 
2.  I found out what they valued aside from money. Employees whose values align with their place of business are happier and motivated. 
3. I put the " naysayers' in charge of finding out how things CAN happen instead of why they won't! 
4. I responded to their need to network with other employees
5. I created a recognition program to honour them
6. I created a Dragon Boat team for Spirit. Dragon boating can be done by 10 yr olds to 90's. I was the oldest on the team . They Won every Race and as employees purchased their own boat- with their own money
7. Other went on builds with Habitat for Humanity
8. I wanted to get these amazing employees out into the community so I encouraged them to become Community Response Volunteers, go into schools and talk about what they do well! 
This worked incredibly well! 

Vova Shevchyk IoT Software development

February 19th, 2016

Showing them their own growth and growth of company, so they could fill like this is the result of their work.

Gaurav Handa Delivery Manager at Damco Solutions Pvt Ltd

February 19th, 2016

One of the key motivating factor is "Rewards and Recognition". Since you have already mentioned that you are looking beyond money - recognition would be the key. Recognizing the good work done by a good team/individual would not only motivate him but would also work as an inspiration for the rest of the individuals within the team/group to go that extra mile.

Greg Tsirulnik Innovation Centric Senior Technology Executive open to interesting opportunities | Motivational Speaker

February 19th, 2016

If there is anything I learned in the last 20 years is that people can work anywhere for money. I do not doubt that most of you heard the quote that "People do not quit their jobs, they quit their bosses". Being a leader is not just a title that is just given, you have to earn it. Each person within your organization is different and while you may have a general approach to managing the team, when it comes to individuals you simply can't treat everyone the same. Get to know each person, what makes them tick, what they strengths are and the same, what are the areas that need improvements. Listen to them, communicate with them on a human level. Try to understand their point of view. Everyone has greatness in them, be someone who helps them to find the courage to be the people they always knew they were but never had the courage to admit it. 

Carolyn Bivens Pet Therapy Volunteer - specialize in infusion ward, writer, photographer, celebrator of life

February 19th, 2016

Communicating clearly, the goals, why or what difference does it make and defining each persons role.  Insure and articulate there are no repercussions for mistakes of action; only inaction. Finally, make it fun and celebrate victories. 

Karen Flanagan Senior Vice President, Global Group Director at MRY

February 22nd, 2016

David, yes yes to "everyone contributes" mantra.  Such an inspiring platform for everyone to have the opportunity to effect our direction and how we stand out!

Stephen Lynch Head of Strategy & Consulting at, Award Winning Author, Speaker, Strategic Planning Facilitator

February 23rd, 2016

“It is good to have an end to journey toward; but it is the journey that matters, in the end.” Ernest Hemingway

Research contained in the book The Progress Principle backs up Hemingway’s quote. It’s not just about goal achievement (the destination), it really is about enjoying the journey. The studies show that when people can see that they are making tangible progress every step of the way and experience "small wins" - they become more engaged and productive.

These "small wins" are the incremental steps toward longer term goals. People are much happier and more creative in their roles when they can visibly see continuous progress on their goals in a series of smaller daily and weekly steps.

Here is an article on how to bring "The Progress Principle" alive in your organization.