HR Solutions: Employees' intrinsic motivations drive small companies' success

Lynne Haggerman is president/owner of Haggerman & Associates, an employment, management training, human resources consulting and outplacement firm.

Small-business owners and general managers do not have the time, energy or money to continually follow up with staff to ensure peak performance. Accordingly, it is critical for the manager of a small business to fully understand self-motivation and its impact on production.

Motivation is an inner urge prompting action toward a purpose perceived to be important. The two types of motivation are extrinsic and intrinsic.

A laborer with extrinsic motivation concentrates on the external, future rewards he will receive rather than the actual work itself.

He will perform only well enough to attain the reward. Consequently, carrots must be used for inspiration to do tasks he normally would not. He will choose to push away the negative feelings that continually arise while he is working to obtain the upcoming prize.

Unfortunately, small businesses will find it a drain on financial resources to keep him motivated and a test of patience to deal with continual negative feelings that stay just below the surface.

A team member with intrinsic motivation receives internal, psychological rewards from his trade. His motivation is not tied to external rewards. The intention of the job duty, not the actual task, supplies the intrinsic motivation, providing the objective is important to the staff member. He will feel committed and actually care about his job, select activities he senses will accomplish the goal, and continually seek better ways to execute his responsibilities.

He will feel a need to perform skillfully and a sense of advancement toward the end result. He will daily take pride in his work, remain mentally connected, and feel enjoyment, fulfillment and high levels of energy.

Obviously, maximum productivity and loyalty will be realized with intrinsic motivation the employee traits critical for small-business survival. To increase intrinsic motivation, a small-business manager must focus on four areas:

Ensure each employee feels his job is important and relevant. Depict job duties in a unique manner that energizes each person. Utilize vision casting to describe an exciting, future goal that appeals to his unique passions.

Explain the significance of his job duties and plainly state the goals. Offer challenging assignments while guaranteeing his workload remains reasonable. Establish high, but realistic, standards.

Maximize the impression of choice and direct responsibility for results of decisions. Set the tone that she is in charge and has permission to use her own judgment to fulfill his areas of accountability. She is free to experiment to find a better way to perform her work.

Actively listen to her views and confirm she realizes how much you value her opinions. Convey your trust in her. Do not punish her for honest mistakes. Instead, build her up so she will fall forward and persevere.

Instill confidence in him so he feels competent to perform quality work. Clearly explain and affirm that he understands expectations.

Render positive feedback and point out areas of opportunity. Encourage him to share problems with alternative solutions. Ensure he feels his only competition is himself. Provide for any noted training needs.

Be sure she knows she is effectively progressing toward the achievement of objectives. Perform follow up and measure his progress. Recognize and celebrate milestones.

Tie rewards to her performance, which will increase the intrinsic motivation and perpetuate her internal enthusiasm and excitement.

Motivated associates assist small businesses in realizing higher levels of sales, productivity and retention rates, which in turn guarantees the business survives. Intrinsic motivation is the key to success.