Money, Motivation, and What Matters Most to People at Work

Ralph Waldo Emerson said, “Money often costs too much.” 

In today’s world, it takes a lot more than a periodic pay rise to keep employees happy and motivated at work. 

It seems like many employees have taken Emerson’s words to heart. More than ever before, they’re leaving high paying jobs in search of more fulfilling work. Organizations everyday run the risk of losing skilled labor to their competitors if they don’t offer the right motivation to their employees. 

Why is that?

From my experience, employees are not as satisfied by simply clocking in, going through the routine, and leaving day in and day out without seeing the real impact of their work. They are in search of purpose and identity in what they’re doing. Research has shown that a large percentage of employees link their identities to their jobs (more than half of Americans!). 

Employees who are engaged at work often want to make a difference at their workplace and in their communities. These types of employees would happily earn a little less to participate in work that is impactful, as long as they’re still making enough to get by. They want to feel challenged and to grow. If you want to keep people around for longer, make your employees feel like valuable pieces of the puzzle by showing them exactly how their part is crucial to the well-being of the organization as a whole. 

Human beings are social creatures by design, so it goes without saying that the relationships that we have with each other in the office have a direct impact on our level of productivity and job satisfaction. That’s why managers are encouraged to focus on building teams and strengthening the bonds within those teams. If you have good relationships at work, you’re more likely to stick around longer. 

Co-workers form only one part of your work environment. The other large part is the office set up. Employees are more productive when they actually want to come to work. Cubicles just don’t cut it anymore. The modern office has a personality of its own that reflects what the company is about. 

Ego still plays a huge part in work satisfaction as well. Praise, recognition, and rewards for a job well done have a lasting impression on people. It sets the standard to aspire and strive for, and it helps people see an immediate, tangible result of their work. As long as this doesn’t turn into a toxic culture of unhealthy competition, rewards and recognition can be useful as supplemental motivators. 

Open lines of communication between employees and management are essential. In order for management to be aware of the desires, grievances and demands of employees, they have to have a pipeline that encourages open and honest communication. Employees, on the other hand, need to know about the future plans and important decisions made by the organization. It’s very difficult to build trust and loyalty with employees if they feel like they are being left in the dark.

The importance of a good work-life balance should not be underestimated either. Research from Besinger, DuPont and Associates indicates that an astounding 47% of employees say that their productivity suffers when they’re having trouble at home. Addressing this can go a long way towards building trust and loyalty, which in turn will reduce rates of turnover. Employees are more likely to stay in an organization where they feel that they are cared for.

We’d love to hear what matters most to you at work and share them with our community. Lastly, please Like, Comment, and Share this article with anyone you think could use this information!