Discover the triad of elements that fuel workplace motivation. Uncover the secrets behind sustained enthusiasm and productivity, and learn how to cultivate these key factors to create a more engaged, satisfied, and driven workforce.
Three main drivers of motivation according to self-determination theory
autonomy – autonomy, competence, and relatedness
- Practical ways to leverage the power of each
- People who experience autonomy at their jobs don’t feel micromanaged
- They feel empowered by their managers to pursue objectives and deadlines on their terms
Relatedness
Humans are motivated to take actions when they are seen as able to help other people
- Creating a sense of relatedness in an individual or a team means making sure people build connections to each other and know the significance of what they are being asked to do
- Frame the team’s work in a way that makes it quite clear exactly who is being helped by the organization, the team, and the individual’s actions
Autonomy
In the context of work, autonomy refers to how much people feel in control of their own life and able to make their own choices.
- One easy way to judge whether you are leading from a place of autonomy versus control is to pay attention to your feedback or coaching conversations with the team.
Competence
Competence refers to our desires to seek control but also to experience mastery.
- Creating a sense of competence in an individual or on a team might actually be more about what you don’t do
- Take the time to celebrate wins, large and small
- Pair constructive criticism with positive feedback and praise
- Ensure the members of your team know who exactly is being helped by their efforts
