Pocketblog has gone back to basics. This is part of an extended management course.
If you need to motivate your team, then you absolutely need to understand the concept of ‘needs’.
Most psychological models of motivation, starting with the best known of all – Maslow’s Hierarchy of Needs – are based on a simple premise:
Human beings have needs. Therefore the promise to
satisfy them is necessarily motivating.
Maslow is overdone in training courses, management guides and, yes.. blogs. So we’ll skip that for a moment, but you can always take a look at The Motivation Pocketbook.
Modern thinking focuses strongly on four workplace needs:
1. The Need to Master our Work
We have a deep psychological drive to achieve proficiency and mastery and, when we do so and are able to work at that level, we find our work deeply satisfying. We fall into a ‘flow state’ where our work totally absorbs us.
2. The Need to Feel a Sense of Purpose
What question do small children ask, continually?
Why? Why? Why? Why?
As adults we equally need an answer to this and if we sense that our work has a real meaning and purpose that aligns with our values, then it is highly motivating.
If you work full-time, then you probably spend more time with your work colleagues than you do with the person or people you thought you had chosen to spend your life with. People are social creatures and we have a powerful need for strong social relationships in which we feel there is a place for us – and ideally some sense of esteem from those around us. Respect is also a very important motivator.
Once again, young children hold a mirror to us as adults. Much toddler misbehaviour (and the same is true for a lot of teenage actions) is driven by a desire to control our lives, our environment and our choices. Rob people of control and stress is a rapid result. Give workers more control and that is intrinsically motivating.
Two other Needs Based Models on the Management Pocketblog are: