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In the first two parts of our "War of Talents" series, we took an in-depth look at employee recruitment strategies in the war of talent and the role of A-players. It is important to recognize the best talent, attract them and retain them in the long term. Employees are the heart of every company. After all, they are the ones who turn visions into reality, drive innovation and maintain customer relationships. Their motivation is therefore the key to success. But what exactly is behind the concept of "employee motivation"? Why does it play such a crucial role in the war of talent, and how can it be maintained and even strengthened in times of change? 💪🏽
You can find out about this and more in the last part of our "War of Talents" blog series. But first, let's clarify exactly what employee motivation is. 🤨
Employee motivation describes the inner drive, energy and commitment of the employee. Accordingly, they fulfill their tasks and contribute to the achievement of the company's goals. They not only contribute their skills and knowledge to their daily work, but also their passion. The great commitment of our employees leads to above-average results and inspires other colleagues. 🪄
Every company strives to sustainably promote and maintain the motivation of its employees. This is because it ensures higher productivity, better quality of work, lower staff turnover and a more positive working environment. These factors help you to secure victory in the war of talent. It is therefore not just about getting people to work, but also about unleashing their full potential and creativity. 🪢
This motivation can be driven by intrinsic or extrinsic factors . But what do these types of motivation actually mean? 🤓
Motivation drives people to perform certain actions, pursue goals and exhibit very good behavior. In the context of the world of work and employee motivation, two main types of motivation can be roughly defined: intrinsic and extrinsic motivation.
First, let's clarify the difference between intrinsic and extrinsic motivation. Intrinsic motivation arises from an inner desire to carry out an activity, for example out of pure joy, interest or passion. An artist who paints because they love it is a classic example of intrinsic motivation. 🎨
This contrasts with extrinsic motivation, where a person performs an action due to external incentives or pressures, such as money, recognition or rewards. 💰
We use a model to show you the specific needs and drives of people. Maslow's pyramid of needs illustrates that employees who are able to realize and develop themselves are highly motivated. But why does it play a crucial role in the world of work? 🌏
A popular model for categorizing human motivation is Abraham Maslow's pyramid of needs. It creates a bridge between the basic drives and the higher goals of the individual. It illustrates what really motivates people. 🔼
The pyramid is structured as follows:
1. physiological needs:
→ Basic needs of every human being, such as food, water, sleep and shelter. 🍴
→ In the workplace, these are appropriate breaks, access to food and a comfortable working environment. 🌱
2. security needs:
→ As soon as physiological needs are met, people strive for safety in their environment. 🔒
→ In the employment context, this means: an employment contract, a secure job and fair working conditions. 📃
3. social needs:
→ Need for social interaction and acceptance. 💬
→ In the workplace, social needs include Teamwork or company events. 🫂
4. recognition:
→ When social needs are met, people strive for recognition and appreciation. ✨
→ Professionally, recognition is characterized by promotions, bonuses or even simple feedback for a job well done. 👍🏽
5. self-realization:
→ At the top of the list is the pursuit of self-realization, i.e. achieving individual potential. 🤩
→ In the company, self-realization includes the opportunity for further training, taking on responsibility or working on projects that are really close to your heart. 💙
In the context of work, the needs of the lower levels of the needs pyramid must also be fulfilled in order to achieve the needs of the higher levels. For example, if an employee is constantly working overtime and is therefore unable to fulfill their physiological needs (such as sleep), it will be more difficult for them to focus on social interactions or the pursuit of recognition. This also reduces their motivation and the quality of their work suffers as a result. 😣
It is therefore crucial for companies to ensure that the needs of their employees are met as well as possible at all levels of the pyramid. 🎢
While Maslow sheds light on the structure of our needs, Frederick Herzberg's two-factor theory offers a different perspective. It shows how certain factors in the workplace can influence our satisfaction and motivation. It represents a significant model in business management and psychology and relates directly to the two main types of motivation (intrinsic and extrinsic). 📌
Herzberg, an American professor of psychology and work science, proved that the motivation of employees must be strengthened in order to remain stable as a company. He developed the two-factor theory, which can help you to motivate your employees.
Herzberg's theory examines the factors of employee motivation that contribute to job satisfaction. According to his theory, motivators and hygiene factors play an important role. The way in which employees perform and carry out their tasks depends on them. 🧠
According to Herzberg, these are the factors that lead to genuine satisfaction and motivate people to work better. They are a desire arising from an employee's inner needs. 🤲🏽
Examples: Recognition of work, responsibility, progress, self-development, self-affirmation, personal growth, the work itself and performance success. 🥇
These factors do not necessarily lead to satisfaction, but their absence can lead to dissatisfaction. They come from outside and are not directly related to the actual work. However, they are necessary, but do not necessarily guarantee satisfaction or motivation. ☝🏽
Examples: Company policy, administration, relationships with superiors and colleagues, working conditions, salary, status and security. 💪🏽
As in the diagram above, hygiene factors and motivators should not be considered individually, but as a whole. This is because these two types of employee motivation are the basis for satisfaction and motivation in the real world of work. A balanced combination of intrinsic and extrinsic factors contributes to better performance and lower staff turnover. These factors therefore also play an important role in the war of talent. 💣
As inadequate hygiene factors reduce employee satisfaction, workplace design also comes to the fore. The aim is to create an environment that is both efficient and conducive to the well-being and motivation of employees. 🚀
The design of the workplace plays an important role in the satisfaction, productivity and ultimately the motivation of employees. An optimally designed workplace increases well-being, while a poorly designed workplace can lead to frustration, health problems and reduced commitment. These hygiene factors are therefore of great importance. 💡
The term "hygiene factors" comes from the two-factor theory and also refers to conditions in the workplace that - if they are missing - lead to dissatisfaction. Although they are not direct motivators, their lack can still be demotivating. ❌
These include the ergonomic aspects and the corporate culture. We explain these points in more detail below.👇🏽
Here are some of these hygiene factors related to workplace design.
🪑 Physical conditions: An ergonomically designed workplace contributes significantly to the physical well-being of employees. This includes equipment such as height-adjustable desks, comfortable chairs, appropriate lighting conditions, good air quality, the right temperature and noise reduction. An employee who feels physically comfortable is less susceptible to health problems and can concentrate on their tasks in the long term.
🖌️ Interior design: An open workspace can promote collaboration, while individual offices offer more privacy. The ideal solution depends on the type of work and the preferences of the employees.
💻 Technology and tools: Access to modern technology and efficient tools is crucial. Outdated technology can not only affect productivity, but also lead to frustration among employees.
🧯 Safety: A safe workplace where risks are minimized is essential. This applies to both physical safety precautions and digital security measures.
🚪 Accessibility: Particularly in larger companies, care should be taken to ensure that all facilities and relevant resources are easily accessible to all employees.
These hygiene factors form the basis for a perfectly equipped workplace where employees can work effectively and happily. Companies run the risk of high staff turnover if these factors are not taken into account. However, it is not only the workplace design but also the entire corporate culture that can influence the motivation of your employees. It is therefore important to communicate this culture and the values of your company right from the start. 🗣️
Corporate culture is an important factor that significantly influences employee motivation. Employees expect more than just a paycheck. They want to see meaning in their work, feel valued and know that they are contributing to something bigger. Therefore, it is important that managers provide a culture of openness and respect. Why is company culture so crucial for motivation?
💸 Appreciation and recognition: employees get the feeling that their work is important and valuable. This appreciation makes them more committed, satisfied and motivated.
🪟 Clarity of the company's goals: Companies with a clear vision and mission show employees a goal and therefore a sense of purpose. This gives a sense of belonging and contribution to a larger goal.
📣 Open communication: A culture that promotes open communication ensures that employees feel heard and understood. They feel more comfortable sharing their opinions and ideas, which in turn contributes to innovation.
📖 Opportunities for further development: Investing in employee development shows an interest in their long-term success. This can increase employee loyalty and commitment.
A positive, supportive environment can make the difference between an employee doing the bare minimum or being willing to go the extra mile. Companies that strengthen motivation through these criteria can be sure that the employee will feel comfortable. The world of work itself is undergoing profound change, bringing with it new challenges and opportunities for companies and their employees. It is not only important how a workplace is designed, but also how it fits into the ever-changing landscape of the modern working world. 🌍
With changing social expectations and technological advances, the world of work is in a constant state of flux. The importance of flexibility and individual working models is constantly growing. Companies that recognize and adapt to this change are in a better position to attract and retain talented employees in the war of talent. 🔗
The way we work has changed dramatically in recent years. Especially with the advent of remote working and flexible working hours. But what impact do these modern working models have on employee motivation? 💼
Remote working, also known as teleworking, mobile working or home office, refers to a form of work in which employees can carry out their professional tasks outside of the company's traditional office location. People often talk about working from home, but it is also possible to complete tasks in cafés, co-working spaces or even from the beach, for example. The most important thing is that there is a stable internet connection and that the work allows mobile working. Working from different locations has some advantages but also disadvantages.
✅ Independence and self-determination: Remote working enables employees to organize their working day themselves. This leads to greater autonomy and a sense of control over their own work.
✅ Fewer distractions: For many, working from home or a quiet place can be more productive as there are fewer distractions from colleagues or other factors.
✅ Work-life balance: without the daily commute, employees can spend more time with their family or pursue hobbies.
❌ Isolation: Some employees may feel isolated or lonely if they do not have regular face-to-face contact with their colleagues.
❌ S eparation of work and private life: Without a clear separation between work and home life, it can be difficult to switch off.
Nevertheless, working from home is easier for many, as employees can often work more productively and with greater concentration. In addition, there is no commute and therefore no traffic jams to sit out. This leaves more time and energy for more important things. 🔋
Flexible working hours is a working time model in which employees can determine the start and end times of their daily work themselves within certain limits (core working hours). Predefined times - such as a typical 9 to 5 job - are gradually being replaced by flexible times as it improves employee satisfaction and productivity. The modern time model has become very popular, but there are also points of criticism.
✅ Adaptation to individual life circumstances: Not everyone is a morning person. Flexible working hours allow employees to adapt their working hours to their most productive hours.
✅ Work-life balance: employees can attend medical appointments, parental duties or other commitments more easily.
✅ Reduced stress: The absence of rigid working hours can reduce pressure and contribute to a more relaxed working environment.
❌ C oordination: If team members have different working hours, coordinating meetings or projects can be challenging.
❌ O verwork: Some employees may have difficulty limiting their working hours and tend to work beyond the regular working hours.
Communication makes it possible to overcome the hurdle of coordinating appointments. Because if all team members know about the appointment in good time, it can be scheduled. This makes it easier to organize appointments.
Despite everything, flexible working hours make everyday life easier for many employees in order to get everything under one roof. If the working day starts later, a doctor's appointment can be kept in the morning, for example. 🩺
Both remote work and flexible working hours have the potential - if implemented correctly - to significantly increase employee motivation. However, clear communication and a strong company culture are crucial to offset the potential disadvantages. It is important that companies use the right tools and strategies to ensure that all employees feel connected and valued despite physical distance. 💎
If the needs and wishes of employees are taken into account, they are loyal to the company. These working models also give them a sense of freedom and support their work-life balance. What exactly does work-life balance mean and why is it so important? ⚖️
The boundaries between work and private life are becoming increasingly blurred due to technological developments and global networking, meaning that work-life balance is becoming more and more important. But what exactly does work-life balance mean?
Work-life balance refers to the balance between professional and private life. It is about being fulfilled and balanced both at work and in your private life. A good work-life balance is essential for individual well-being and health. Why has this concept taken on such a central role in the modern working world? 🎭
😮💨 Increased risk of burnout
Constant "being online", uninterrupted availability and the pressure to do more and more in less time have increased the risk of burnout. A good work-life balance helps to prevent overwork and the associated health problems.
🧍Generational change
Generations Y (millennials) and Z attach great importance to a balanced lifestyle. For them, salary is no longer the only decisive factor. They are looking for jobs that offer flexibility, free time and opportunities for self-realization.
🔝 Increase in productivity
A study by the International Workspace Group (IWG) report shows that 85% of companies that offer a work-life balance are of the opinion that employee productivity has increased.
🪢 Employee retention and satisfaction
Employees who experience a good work-life balance are more satisfied and tend to stay with the company. This balance reduces fluctuation and the cost of recruiting and training new staff.
⚽️ Promotion of general well-being
The work-life balance enables employees to take time for family, friends, hobbies and other life-enriching activities.
Work-life balance is not just a nice extra for employees, but a necessity. Companies that recognize this and introduce appropriate measures benefit from more productive employees. They also clearly stand out as an attractive employer in a highly competitive market. 🌟
Maintaining and strengthening employee motivation has taken on a central role in the war of talent. Motivated employees are more productive, more creative and tend to be more loyal to their employer. They also make a significant contribution to the working atmosphere and can inspire other employees. 🪄
Here are 10 effective strategies to boost team motivation:
With these strategies, companies can create a positive working atmosphere that motivates employees to give their best. In addition, they are given the incentive to develop further and commit to the company in the long term. What opportunities can I offer my employees to develop themselves further? 🌱
Once the first recruitment step has been taken, it doesn't mean that you have won the war of talent, because top talent should remain loyal to your company in the long term. It is therefore important to retain them. 🔗
One of the most effective strategies to achieve this is to offer your employees the opportunity for further training. Companies that offer their employees continuous development opportunities not only position themselves as an attractive employer, but also lay the foundation for sustainable and positive corporate development. This is not just about learning new skills or acquiring specialist knowledge, but about the development of the individual - professionally, personally and socially.
We present 7 opportunities for further training:
1. further education and training programs
Regular training and courses allow employees to deepen their specialist knowledge and acquire new skills. This is possible through in-house training, external seminars or online courses. 📕
2. mentoring programs
Experienced employees can act as mentors for younger or less experienced colleagues. This not only promotes the exchange of knowledge, but also strengthens the sense of togetherness within the team. 👥
3. career paths and promotion opportunities
Clear career paths show employees development opportunities within the company. Regular performance discussions can help to define and pursue individual career goals. 🪜
4. job rotation and change of department
By changing departments or areas of responsibility, employees gain an insight into different aspects of the company. Employees can use their skills in different contexts. 👀
5. stays abroad and international projects
Many employees find it attractive to spend time abroad or work on international projects. They can get to know new cultures, improve their language skills and learn international business practices. 🌍
6. promotion of soft skills
In addition to technical skills, soft skills such as communication, teamwork and conflict resolution are also crucial for professional success. Workshops or coaching sessions can provide valuable support here. 🤲🏽
7. support with external educational opportunities
Whether it's a part-time master's, a certification or a workshop, it's important to recognize the value of continuing education for your company. Through financial assistance or customizable hours, they can provide targeted support for their employees' continuing education. 📕
Investing in employee development is a win-win situation for both sides. While the company benefits from motivated, well-trained employees, employees are given the opportunity to develop professionally and personally. They see clear added value in their employment, which strengthens loyalty and increases the chances of retaining talent in the company in the long term. An important component in making learning appealing and effective for employees is a modern learning environment. With the help of an innovative training platform, for example, employees are given the freedom and flexibility to access relevant content at any time and constantly acquire new knowledge. 🧠
Have you already found the right platform for your company? Memberspot offers you the opportunity to easily create and upload your own training content. Your employees will find their way around the user-friendly interface in no time at all. This is because they can use the tool intuitively without any prior technical knowledge. To increase your employees' motivation to learn, you can choose between different lesson formats. Videos, audios, PDFs, quizzes and certificates add variety to learning. 📄
To make learning even more engaging, you have the option of providing a protected space for your employees to share, like, post and comment on posts. The community function offers the opportunity to share important documents and information, which promotes collaboration within your team. 🫱🏽🫲
Are you already hosting your training content on another course platform, are you dissatisfied with your current provider, but don't want to go to the trouble of transferring all your content to another platform?
No problem! Because Memberspot's relocation service does the work for you and moves your courses completely free of charge! 📦
All videos, descriptions, file attachments, thumbnails and texts are transferred, so you can start your course in no time at all. 🚀
Would you like to see the features of Memberspot for yourself?
Simply click on the link to our free trial version! 😊
The war of talent has made it clear that top employees are not just a luxury, but a necessity for the success of a company.
In times of staff shortages and rapid digital change, investing in employee motivation is essential. A simple workplace is no longer enough. The aim should be to increase employee motivation through an appreciative environment, give them a good work-life balance and make them feel that they are part of something bigger.
The opportunity for further development of skills is another aspect that contributes to employee motivation. Therefore, show career paths to offer prospects for advancement.
This is the only way to ensure that they remain committed and loyal. ⛓️
Employee motivation has become a powerful weapon in this "war" for valuable A players. It not only influences the productivity and creativity of a team, but also the corporate culture, the employer brand and ultimately the overall success. Companies that recognize and implement this priority will ultimately be the winners in the "war of talent".
Would you like to learn more about employee recruitment and the role of A players in the War of Talents? Then be sure to check out the first two parts of the War of Talents blog series!
Click on this link to go directly to part 1:
👉🏽 "War of Talent: Employee recruitment and integration"
Or watch part 2 and find out more about the role of A-Players. Click on the link below:
👉🏽 War of Talents - how to get A players into your team
We hope you enjoyed reading it. 📚
Best regards
Your Memberspot team 💙