Employee motivation can be quite a challenge. The conclusion on how committed a worker will be for the organization, division or team, depends positioned on the individual. Therefore, the first task to employee motivation is usually to engage every individual. Find what makes him/her tick. The objective of this article is to understand what to look for once you engage the person.

Many leaders increase the risk for mistake of applying a single motivational technique to all their employees. The simple fact in the matter is always that various things might motivate different employees. So how do you find the right formula per employee?

The Loyalty Institute at Aon Consulting did extensive research on employee commitment. They came up with the five drivers of employee motivation, also called the performance pyramid.

It works nearly the same as Marslow’s Hierarchy of Needs in which the first a higher level motivational needs first required satisfied, before a desire arise within the next level. It wasn’t intended doing this. It just happened to exercise prefer that.

The performance pyramid provides some wonderful guidance to be aware what to watch out for once you build relationships with the employees. Let’s take a look at the five levels to see the way will help you to find solutions to motivate employees.

Level 1: Security and safety. As well as a physical a feeling of well-being, there must be a psychological thought the environment is free of fear, intimidation or harassment.

Level 2: Rewards. Yes, you knew it. Most people won’t come to work tomorrow if they win a huge lottery today. This can be the perception that the organization attempts to fulfill the employee’s compensation and benefits needs.

Level 3: Affiliation. This is the a feeling of belonging. It provides being “in the know” and being part of the c’s. Re-decorating in which a difference in personal and organizational values may have a big influence on motivation.

Level 4: Growth. Employees are looking for the fact that achievement has taken place. I will feel safe, get all the money I need and feel part of the team. However, if there won’t be any growth opportunities, I would think about leaving the organization.

Level 5: Work/Life Harmony. This term speaks by itself. Someone might have each of the rewards that he/she wants, but he/she will wear out ultimately whenever they do not have the time and energy to stand on the other things they desire.

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