Top Non-Monetary Motivators for Employees Revealed by Experts

As a leader, your primary goal is to achieve efficient work from your employees. However, this requires the right motivation. Anastasiya Teteruk, a practicing HR manager and facilitator, and Anastasiya Urlik, an educational psychologist, shared insights on what a motivation system is, how to build it, and why it’s needed. Teteruk focused on the business environment, while Urlik concentrated on the education system.

Understanding Employee Motivation Systems

Anastasiya Teteruk: A motivation system is a set of material and immaterial incentives that drive people to perform their work. There are two types of motivation: intrinsic and extrinsic.

Intrinsic Motivation

Intrinsic motivation is driven by personal satisfaction and goal achievement without external influence. Employees who are intrinsically motivated often find deeper satisfaction in their work because they engage in activities that interest them and hold greater meaning. These employees do not need external encouragement to work harder and better; they are self-driven because they enjoy their work. Intrinsic motivation increases employee engagement and helps retain valuable staff. It is more effective and serves as a preventive measure against emotional burnout.

Extrinsic Motivation

Extrinsic motivation is tied to the desire to receive external rewards for completing work tasks. People who are extrinsically motivated commit to tasks without necessarily finding satisfaction in the work itself. The effectiveness of extrinsic motivation is short-term because employees may continually seek more incentives. Not all employers have the resources to regularly increase salaries. Examples of extrinsic motivation include salary raises, bonuses for specific tasks, and constant praise and approval from supervisors.

Key Considerations for Developing a Motivation System

Anastasiya Teteruk highlights several fundamental factors:

Balance: Ensure a balanced mix of intrinsic and extrinsic motivation.
Clear Criteria: Define clear and understandable criteria for earning external motivation bonuses.
Employee Influence: Allow employees to influence their external motivation by knowing the criteria for salary increases or other material bonuses.
Achievable Goals: Set realistic goals to avoid demotivation.

Anastasiya Urlik adds that leaders often focus solely on achieving goals, such as participating in projects or competitions, without considering the experience, potential, and time resources of their employees. This oversight can lead to poor-quality work and growing dissatisfaction. It’s crucial to understand employees’ readiness to meet set goals and sometimes adjust these goals to be more realistic.

Fostering Intrinsic Motivation

Anastasiya Teteruk emphasizes creating conditions that foster intrinsic motivation. Employees should feel more engaged, enjoy their work, and maintain a constant interest and curiosity in their tasks. For example, assigning an employee to lead a project where they can utilize their strengths and skills can significantly boost intrinsic motivation, especially if the employee has expressed a desire to tackle specific tasks or implement new methods.

Who Can Help Develop a Motivation System?

Anastasiya Teteruk notes that HR managers typically handle this in companies, working closely with department heads and company leaders. Sometimes, external business consultants are brought in to implement the system.

Anastasiya Urlik suggests that in the education system, a staff psychologist can assist, provided they are interested in this area of work.

Signs of an Ineffective Motivation System

Anastasiya Teteruk points out that employees often express dissatisfaction with their work, either directly or through corporate surveys. High staff turnover is another indicator of a flawed motivation system.

Anastasiya Urlik adds that in the education system, diagnosing professional burnout levels among teachers can reveal the effectiveness of the motivation system. Teachers with high burnout levels often need external motivation or have lost their intrinsic motivation. Unmotivated teachers may exhibit behaviors such as neglecting duties, ignoring management requirements, and expressing dissatisfaction with the organization of work.

Most Effective Motivation Strategies

Anastasiya Teteruk states that the most effective motivation strategies depend on the individual. For some, it’s money; for others, it’s career advancement.

During job interviews, leaders can ask candidates to list the top five factors they consider most important when choosing a workplace. This helps assess what is most significant to the individual.

Identifying the most effective motivation strategy requires targeted work with personnel. Through constant communication, interaction with leaders, and observation, you can determine what motivates an employee the most at any given time.

For example, an employee undergoing home renovations may prioritize financial needs and seek higher-paying jobs. An inexperienced employee may be more motivated by professional development, gaining knowledge, tools, and practical experience. In such cases, leaders can offer training and courses. For long-term employees who understand their roles well, vertical (promotion) or horizontal (transition to a different area) career growth may be more motivating.

Anastasiya Urlik emphasizes that for teachers, external motivation such as money, praise, and awards is crucial. It’s important to acknowledge the merits of all employees and not undervalue their work. If an employee expresses a desire to discuss a salary increase, leaders should avoid devaluing statements like, “You don’t deserve a raise.”

For further reading, consider exploring SHRM for more insights on employee motivation and management strategies.