Motivation in the Workplace

In business, the inner need to act or accomplish tasks known as motivation occurs more when “greed” is present. If I do this, perhaps I will get a raise or a bonus. I’ll admit this thought has crossed my mind. If I don’t accomplish this, I may lose my job. Some of the biggest motivators in our lives are the need to have enough money, and to live comfortably.

Motivation in Sales and Marketing

Motivation in the sales or marketing workplace is not significantly different in concept. Start by building a bonus system where the top sales person gets the top bonus, and on down the scale until at some point, there is no bonus. This may turn the work environment into a “dog eats dog” atmosphere, but it guarantees results. You can give a bonus for projects completed in 3-days verses the normal 5- day work week, or a certificate of achievement reward for the number of sales they’ve made in a month. The reward doesn’t even have to be something expensive in order for the concept to work – just coveted.

Highest Motivational Performance Factor

Pay per performance is a much larger motivational per- formance factor. Above and beyond the annual raise funds provided, a portion of profit is set aside to distribute to employees exactly proportional to their yearly performance. Increasing annual income, adding year-end bonuses, and rewarding employees in this manner is like asking them to “walk on water daily”. Those who are capable of performing like this do extremely well.

When you pay per performance, you truly motivate people to perform at their best. A percentage of the profits are set aside every year and distributed to employees in direct proportion to their contribution to their performance throughout the year and it is in addition to their salary. By increasing pay, giving out annual bonuses, and treating employees in this manner, there will be those who do very well in such a system but also those who simply cannot compete and thus do not receive the really nice perks.

There will always be employees who do not possess the ability to perform at elevated levels every day. It is wise to assess the incentive program and how it affects workers. If, for example, you were to offer $100 to anyone with perfect attendence for a month, you will no doubt see a lot more people in the office than you are used to.

It’s surprising how effective the little things are. Caring, empathy and respect are essential and very important motivational factors. How you communicate with your employees says a great deal about your ethics and your business commitments.

Some people, such as myself, work best when simply told what needs to be done and then left alone to do it. My employers have always known this but they also knew that if I needed help with something, I would ask.

In less than a year, we built a “solid” relationship. He knew if I didn’t contact him, I was on track, ahead of schedule, or on schedule and moving forward. He respected my judgment and he recognized that if a note appeared “Must talk TODAY” that I didn’t just want to know how his wife and kids were doing. I always went over and above for my boss. It didn’t take me long to obtain the aforementioned bonuses to prove it!