How does the chain of motivation work? The driving force behind motivated employees
Which organization doesn’t dream of ensuring employee well-being, smooth collaboration, and consistently strong results?
Sounds like an unrealistic ambition, doesn’t it? Think again!
To contribute to both well-being, collaboration, and employee results, we need to look at the driving forces behind each of these: motivation.
Employees with the right motivation function better mentally and achieve stronger performances. They will engage in their tasks out of personal conviction, driven by interest and curiosity, rather than a sense of obligation. Such employees feel more engaged, show greater perseverance, work more efficiently, and are more productive. When people feel this kind of drive, they also take more spontaneous initiative, act responsibly, and collaborate more constructively.
The engine behind this drive can be found in three universal psychological basic needs, namely the need for Autonomy, Belongingness, and Competence (ABC). When employees feel they can be themselves at work, build good relationships with others, and develop their skills, they are empowered to thrive. Frustration of these basic needs, on the other hand, leads to feelings of discouragement and powerlessness, making employees more vulnerable to stress, burnout symptoms, and physical complaints.
That is the essence of a motivating organization!
By fostering a culture that places the ABC needs of your employees at the center, you make a daily difference for their motivation and growth. This can be reflected in the values you prioritize, the processes and procedures you use, the way you communicate, and your approach to implementing change. Leadership within your organization also plays a crucial role in nurturing these employee needs.
Motivating leaders adopt a curious and open attitude, which allows them to better understand their employees’ perspectives. By paying attention to their learning process, leaders can provide guidance as well as appropriate support and coaching.
Instead of asking 'how can I motivate people', we should be asking 'how can I create the conditions in which people will motivatie themselves?'
Although the ABC needs are universal and every employee benefits from their fulfillment, tailored action remains necessary.
The way these needs are best met varies from person to person and from situation to situation.
As an organization, it is therefore important to look for an approach that best matches what your employees require, taking into account their personal characteristics and the specific circumstances.