If you could be sure of key motivators of your workforce, imagine what you could get done.
Check out this Dan Pink video which explains some of the science associated with worker motivation in an enjoyable way. A couple of the interesting study findings:
- When workers use skills that are above "rudimentary cognitive skills," which includes IT tasks, rewards do not work as you expect - as anyone expects. In fact, you will want to see in the video how higher rewards led to
- It turns out that there are three factors that motivate people who use creativity and conceptualization in their tasks. These lead to better performance and personal satisfaction, both critical to the success of your project.
But can you guess what these factors are? Select the three from this alphabetized list:
Really, try to choose the key three before you see the correct answer. It will help you see how sophisticated you are as a workforce manager. Try to get as many as possible. You should know them if you are a regular reader of this blog.
Ready for the answer? The key three are Autonomy, Mastery and Purpose. For details see the video.
What you are interested in now is whether you can use these motivators when you are acting as a project manager. Sure you can. Here are some examples that will help you think of many others appropriate to your situation, especially if you work with a helpful human resource representative:
- Autonomy - Give workers empowerment in your project to do more coincident with their skill level. You may have to work through team leads to set the culture in your project.
- Mastery - Do what is in your power to build the skills of your workforce as they work.
- Purpose - If your project has an outcome that has real benefits to a large number of people, then promote that. People would rather see themselves as a castle builder than just a bricklayer.
Get out there and motivate!