6 Work Enriching Principles That Don’t Require Money
... AND, will make your work or the work of the people you lead MORE INTERESTING. Use these 6 work enriching principles and you will target the key elements that influence job satisfaction.
Get more details by reading Frederick Herzberg's excellent work titled "One More Time: How Do You Motivate Employees?". It is an article that deserves to be read and reviewed often.
Is it an impossible dream to be motivated by your work or know the tools to help others be motivated by their work? You may be chasing after more pay, benefits, plush surroundings and other perks for job satisfaction. Those are not irrelevant, but they don't create motivation from the inside out.
Using raises or more benefits creates a structure that needs more of those external elements to energize you and the workforce. And, unfortunately, it is easier to work on those things than on the the REAL motivational items - like...
- Interesting, challenging work
- Opportunity to grow and achieve
- Recognition of work done well
If you would rather watch than read, click on the video below to hear about the 6 work enriching principles (GREATS).
Try these 6 work enriching principles and see what difference it makes. You can remember them by the acronym GREATS. It help you as a leader do this for those people you are involved with. Apply the same principles to yourself by discussing with your supervisor and changing your work.
Of course, your supervisor may not accept these principles. That isn't unusual, because implementing these ideas can create anxiety or fear that performance will drop and / or, they will have less control.
If that is your situation, see which of the 6 work enriching principles they will accept, then get busy implement them. If they don't want any of them, you have a great opportunity to grow in your own self-governance of your attitude!
Okay, let's see how to enrich your work and the work of those your supervise!
Give the Complete or More of the Process
Look for ways to give responsibility for the whole or, at least, more of the process. See how much of the unit of work they can handle. You might need to take smaller steps to see what they can or cannot handle. Help them understand that the more responsibility they have, the more freedom you are providing and the more self-governance they will need to do well.
Reduce / Remove Controls
Maybe you can't give the whole process or unit of work, but you probably can reduce or remove controls to provide more freedom and autonomy. Both of these initial steps enhance the person's ownership of the work, making it theirs, instead of "doing work for the MAN!"
Enable New Task Choice
Instead of requiring each person to do the same thing all of the time, engineer and organize ways to allow variety. Find way to let them choose new, more difficult tasks. That provides you insight into the talents and thinking of the people and helps you identify those who show more initiative.
Challenge in a job is a critical component that makes work interesting. Too much challenge or too little challenge tends to demotivate. It takes work to identify give them choices that provide varying degrees of difficulty and challenge. Doing that will help them gain confidence as they see they can take on new things and do them well.
Assign Specialized Tasks
GR8 Leaders pay attention to the people they work with. They get insights from talking with them, they note the skills they have and look for opportunities to enhance their capacity.
Since innovation is often a difference maker, assign specialized tasks to invite individuals to become an expert in a tool, process or technique. Help them become more valuable to the team and their own pursuits.
Transmit Information Directly
A simple method to help work be more meaningful is provide immediate feedback to about the work product. That may mean quicker feedback from you, but more importantly, direct feedback from the work itself.
Unfortunately, this is an time that gets misused by misguided supervisors. They believe they need to have information first, otherwise, they can't justify their title or position.
If you want to help increase productivity, people need to know whether their work is good or not. It's like the spell checker on computers. You don't need to wait for someone to read a misspelled word and tell you about it. The computer gives you immediate feedback that it's incorrect.
So, look for ways to provide that report directly to them or provide systems that give the immediate feedback about their work product.
Structure and Encourage Teamwork
Multiple research studies show people want to belong to a group. When you promote WE and help reduce ME thinking, you develop bonds that help people enjoy being at work. Of course, that requires work to help people develop good values, treating others with respect, being accountable, and self-governing. Not doing that will limit teamwork and belonging.
Essential to belonging is being part of something bigger. That is where you do your work to provide a clear link of every job to the purpose of the organization.
Try these 6 work enriching principles - it seldom requires money to start. Send me your ideas on what works or doesn't work for you. The key for me and, I hope for you, is to learn how to motivate people without resorting to the use of fear!