Did you know that money may not be your employees’ primary desire or motivation on a job? Instead of money, HarvardBusinessSchool professor and author Rosabeth Moss Kanter writes that today’s professionals are motivated by the opportunity for positive impact. “Loyalty comes from the daily work itself,” she says, “a sense of community accepting of individuality, and constant reminders that what employees do matters…compensation runs out of steam quickly as a source of sustained performance.”
So how can you keep employees engaged in work and loyal to your company? Kanter recommends the three Ms: mastery, membership, and meaning.
Make employees masters
Kanter says that employers should help workers develop “deep skills” to become masters of their own work. Give opportunity and supply appropriate resources to learn new skills, and “they can do things faster, smarter, and better.”
Make employees members
“Create community by honoring individuality,” she writes. Kanter suggests giving employees opportunities to meet people throughout the organization so they can get to know one another deeply.
“Community solidarity comes from allowing the whole person to surface.”
Reinforce their job’s meaning
Employees are motivated when they know their job matters to the whole of the organization.
“Repeat and reinforce a larger purpose. Emphasize the positive impact of the work they do. Clarity about how your products or services can improve the world provides guideposts for employees’ priorities and decisions.” Kanter believes that “mission and purpose can make even mundane tasks a means to a larger end.”
Culver-Newlin knows that, though monetary compensation certainly helps, motivation and loyalty come primarily by an employer’s willingness to ensure the employee knows they’re valued through the three Ms Kanter presents. When you need office furniture for you and your staff, contact Culver-Newlin at 949-288-6739 for the best in the industry.