How Do You Motivate Your Team?

Mind Tools Newsletter 85 - Oct 16th, 2007 This newsletter is published by Mind Tools Ltd of 2nd Floor, 145-157 St John Street, London, EC1V 4PY, UK. You have received it because you have subscribed to our double opt-in newsletter. To subscribe or unsubscribe, just click the links at the bottom of this email.

Contents: What’s New? Herzberg's Motivators and Hygiene Factors Mind Tools Store A Final Note

When it comes to motivating people, do you know that you need to address the "hygiene factors"?

Perhaps you do, perhaps you don't. If the phrase is new to you, what it means is that unless people have the basics - a safe working environment, fair pay and so on - other attempts to motivate them may prove to be futile.

What you might not know is that the concept of hygiene factors is just one half of a highly influential theory of motivation, developed by Fredrick Herzberg. Our newsletter article today reveals the two halves of Herzberg's important theory, and helps you think about how you can use it to boost the performance of your team.

Whether you're interested in the science or purely in the practice, this is an interesting read. And even if you're familiar with the idea, it will help you make sure you're putting motivation theory into practice.

What's New?

Our other new article this week is a gem of a technique for assessing people's job skills and ability to prioritize. When you need to find the right person for the job, or help someone work smarter in their role, what better than to try them out "on the job"?

Inbox/In-Tray Assessment may not be glamorously named ☺ but it sure is a great technique, and the article is well worth a read.

This week, in the Career Excellence Club, we've had some Crucial Conversations and have looked at Essential Time Management. Among many new resources, "Essential Time Management" is just the ticket for getting more out of your day. Dianna Podmoroff presents this 45-minute Bite-Sized Training lesson, accompanied by discussion and support in the club forums.

Our most recent Book Insight looks at "Crucial Conversations", subtitled "Tools for Talking When The Stakes Are High". In reviewing this book we look at how the authors says you can keep your cool in intensely emotional situations, and get a positive outcome in difficult circumstances. (Did you know, you can now take a tour of the Career Excellence Club to find out more? Just click here.)

Enjoy this issue!

James & Rachel

James Manktelow and Rachel Thompson
MindTools.com
Mind Tools – Essential skills for an excellent career!

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New Article

Herzberg's Motivators and Hygiene Factors

Learn How to Motivate Your Team

What do people want from their jobs?

Do they want just a higher salary? Or do they want security, good relationships with co-workers, opportunities for growth and advancement – or something else altogether?

This is an important question, because it's at the root of motivation, the art of engaging with members of your team in such a way that they give their very best performance.

The psychologist Fredrick Herzberg asked the same question in the 1950s and 60s as a means of understanding employee satisfaction. He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.

These results form the basis of Herzberg's Motivation-Hygiene Theory (sometimes known as Herzberg's Two Factor Theory.) Published in his famous article "One More Time: How do You Motivate Employees", the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later.

Motivation-Hygiene Theory

Herzberg's findings revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction. These are:

Factors for Satisfaction	Factors for Dissatisfaction
Achievement	Company Policies
Recognition	Supervision
The Work itself	Relationship with Supervisor and Peers
Responsibility	Work conditions
Advancement	Salary
Growth	Status
	Security

The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites.

• The opposite of Satisfaction is No Satisfaction.
  
• The opposite of Dissatisfaction is No Dissatisfaction.

Remedying the causes of dissatisfaction will not create satisfaction. Nor will adding the factors of job satisfaction eliminate job dissatisfaction. If you have a hostile work environment, giving someone a promotion will not make him or her satisfied. If you create a healthy work environment but do not provide members of your team with any of the satisfaction factors, the work they're doing will still not be satisfying.

According to Herzberg, the factors leading to job satisfaction are "separate and distinct from those that lead to job dissatisfaction." Therefore, if you set about eliminating dissatisfying job factors you may create peace, but not necessarily enhance performance. This placates your workforce instead of actually motivating them to improve performance.

The characteristics associated with job dissatisfaction are called hygiene factors. When these have been adequately met, people will not be dissatisfied nor will they be satisfied. If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility.

NOTE: Despite its wide acceptance, Herzberg's theory has its detractors. Some say its methodology does not address the notion that when things are going well people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors. Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance.

To apply Herzberg's theory, you need to adopt a two stage process to motivate people. Firstly, you need eliminate the dissatisfactions they're experiencing and, secondly, you need to help them find satisfaction.

Step One: Eliminate Job Dissatisfaction

Herzberg called the causes of dissatisfaction "hygiene factors". To get rid of them, you need to:

• Fix poor and obstructive company policies.
  
• Provide effective, supportive and non-intrusive supervision.
  
• Create and support a culture of respect and dignity for all team members.
  
• Ensure that wages are competitive.
  
• Build job status by providing meaningful work for all positions.
  
• Provide job security.

All of these actions help you eliminate job dissatisfaction in your organization. And there's no point trying to motivate people until these issues are out of the way!

You can't stop there, though. Remember, just because someone is not dissatisfied, it doesn't mean he or she is satisfied either! Now you have to turn your attention to building job satisfaction.

Step Two: Create Conditions for Job Satisfaction

To create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this "job enrichment". His premise was that every job should be examined to determine how it could be made better and more satisfying for the person doing the work. Things to consider include:

• Providing opportunities for achievement.
  
• Recognizing workers' contributions.
  
• Creating work that is rewarding and that matches the skills and abilities of the worker.
  
• Giving as much responsibility to each team member as possible.
  
• Providing opportunities to advance in the company through internal promotions.
  
• Offering training and development opportunities, so that people can pursue the positions they want within the company.

Tip 1: Here we're approaching the subject of motivation in a very general way. In reality, you'll need "different strokes for different folks" – in other words, different people will perceive different problems, and will be motivated by different things. Make sure you talk with your people regularly on a one-to-one basis to find out what matters to them. Tip 2: Herzberg's theory is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work, as a means of increasing motivation and satisfaction. To learn more about this, see the Mind Tools article on job enrichment.

Key Points:

The relationship between motivation and job satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when in fact, beyond the very short term, they do very little to motivate.

Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are. Or perhaps it just takes less management effort to raise wages than it does to re-evaluate company policy, and redesign jobs for maximum satisfaction.

When you're seeking to motivate people, firstly get rid of the things that are annoying them about the company and the workplace. Make sure they're treated fairly, and with respect.

Once you've done this, look for ways in which you can help people grow within their jobs, give them opportunities for achievement, and praise that achievement wherever you find it.

Apply This to Your Life If you lead a team, take a little time with each of the members of your team to check that they're happy, that they think they're being fairly and respectfully treated, and that they're not being affected by unnecessary bureaucracy. You may be horrified by what you find once you start probing (bureaucracy, in particular, has a way of spreading), however you may be able to improve things quickly if you put your mind to it. Then find out what they want from their jobs, do what you can to give this to them, recognize achievement, and help them grow as individuals. If you do this systematically, you'll see a surprising impact on motivation!

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The Mind Tools Store:

• How to Lead: Discover the Leader Within You: Learn the 48 simple but essential skills you need to become a top leader in your industry. More >>
  
  
• The Career Excellence Club (The Mind Tools members' area): Make career development an every-day part of your life with member-only discussion forums, the Mind Tools Extended Toolkit, downloadable MP3-based Book Insights and Interviews, regular coaching, training, and much, much more. More >>
  

• Personal Coaching from Career Excellence Professionals: Find career and life direction, bring your job under control, build self-confidence and put yourself on the path to long term success with a Mind Tools coach. Our coaches give you the focused personal coaching you need to make the very most of your career and life. More >>

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A Final Note from James

Hygiene factors and motivators are such important concepts in motivation theory and practice: I hope you enjoyed the article, and have taken away some very practical tips to help you!

In two weeks, we'll be back with an essential business strategy technique, an article focusing on an important skill for career survival, and an insight into one of our coaching clinics from the Career Excellence Club.

Until then, I wish you an excellent two weeks!

James

James Manktelow

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