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Manage My Employees

Motivate. Retain. Lead.

Meet Intrinsic Needs

Author: Mark Holmes

People make improvements for their own reasons and that includes making efforts to increase job performance. You can certainly influence this transformation and have astounding results, if you understand the intrinsic (natural, innate) motivations you need to meet.

One well-researched study (Deci & Ryan, 1985; 2000) maintained that people have three innate needs: the need for competence (ability to attain desired results), the need for autonomy (work independence) as well as the need for

relatedness (the ability to connect and have a sense of mutual respect with others). The extent to which these needs are realized can affect a person’s job satisfaction, motivation and even quality of work.

Too often, in my experience, managers focus heavily on extrinsic motivators (money, rewards or other perks) because they can produce an attitude “pop”—one that normally only lasts a few days or weeks then quickly dissipates until another carrot is dangled. Unfortunately, intrinsic motivators are often dismissed or regarded as unimportant. And yet, intrinsic motivators are the essential drivers which produce lasting, positive work-related outcomes, consistently.

Highly successful managers are learners, and they’re regular readers of how to effectively motivate, lead, and among other things, communicate. Be resolved in 2010 to get fresh “brain nutrition” regularly.

Learn today. Grow today. Succeed today.

“The illiterate of the future will not be the person who cannot read. It will be the person who does not know how to learn.,” Alvin Toffler in Future Shock.

Posted in Communication Skills for Managers, Leadership tips, Motivating and Inspiring Employees, Talent Management | Tags: Employee motivation, Employee performance, Leadership tips

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