HR · Building a team

How do you motivate people - beyond money?

Valeria Magoni Content & Inbound Marketing - Web / Digital Marketing - SEO - Marketing Automation - Lead Generation

February 18th, 2016

Please share your experience and some examples of non-financial motivational techniques. Can you help me?

Phillip Cohen President, Cohen Architectural Woodworking

February 19th, 2016

Love them. Get to know their stories. Carry them in your heart and show it in little everyday expressions. 

S├ębastien Auma├«tre Founder & CEO chez PUSH START

February 19th, 2016

money is not everything indeed.
One key is having a meaningful job : understand what I do, and what consequences it will bring to the team / to the client / to my company
Feedback is also fundamental : tell your team when job is well done and when you think there are some areas of improvements.
Giving perspective is also key : make your employees understand where they are know and where they could be in 6 months or 1 / 2 years from now. And what do they need to do to achieve a given goal.
Just a few insights to think about...

Vova Shevchyk Managing Partner at Indeema Software

February 19th, 2016

Showing them their own growth and growth of company, so they could fill like this is the result of their work.

Gaurav Handa Delivery Manager at Damco Solutions Pvt Ltd

February 19th, 2016

One of the key motivating factor is "Rewards and Recognition". Since you have already mentioned that you are looking beyond money - recognition would be the key. Recognizing the good work done by a good team/individual would not only motivate him but would also work as an inspiration for the rest of the individuals within the team/group to go that extra mile.

Lorraine Wheeler President at Redstoke, LLC

February 19th, 2016

I don't think there is a one size fits all solution to motivating people.  Get to know your employees and what is important to them and customize your approach to reward and motivation.  Increased flexibility in working arrangements, added responsibility, public recognition, and customizing their job to include more customer interaction are examples.  Taking the time to listen to their individual goals/needs and then customizing a recognition approach has been very effective for me.

Carolyn Bivens Pet Therapy Volunteer - specialize in infusion ward, writer, photographer, celebrator of life

February 19th, 2016

Communicating clearly, the goals, why or what difference does it make and defining each persons role.  Insure and articulate there are no repercussions for mistakes of action; only inaction. Finally, make it fun and celebrate victories. 

Greg Tsirulnik Innovation Centric Senior Technology Executive open to interesting opportunities | Motivational Speaker

February 19th, 2016

If there is anything I learned in the last 20 years is that people can work anywhere for money. I do not doubt that most of you heard the quote that "People do not quit their jobs, they quit their bosses". Being a leader is not just a title that is just given, you have to earn it. Each person within your organization is different and while you may have a general approach to managing the team, when it comes to individuals you simply can't treat everyone the same. Get to know each person, what makes them tick, what they strengths are and the same, what are the areas that need improvements. Listen to them, communicate with them on a human level. Try to understand their point of view. Everyone has greatness in them, be someone who helps them to find the courage to be the people they always knew they were but never had the courage to admit it. 

Alex Frieden Bioinformatics Scientist, Engineer, and Biostatistics Lecturer

February 19th, 2016

As a millennial, I would disagree with a number of the comments about millennials.  You need to have a job that is create some difference (as noted). You also need to keep a stream of interesting new projects into the team or company.  Keep people engaged and doing and building new things.  

Otherwise, you are going to lose your team as there are plenty of companies doing good things with a higher salary.  

Frankie Picasso Social Impact Champion, Founder & Radio Host, The Good Radio Network

February 19th, 2016

I was was responsible to make 60,000 employees happy, motivated in a decentralized government where strikes had pitted employee against employee. 
I was not allowed to give them money. What was I to do?
1. I validated them. I went out and met individuals and ministries. I listened to them. 
2.  I found out what they valued aside from money. Employees whose values align with their place of business are happier and motivated. 
3. I put the " naysayers' in charge of finding out how things CAN happen instead of why they won't! 
4. I responded to their need to network with other employees
5. I created a recognition program to honour them
6. I created a Dragon Boat team for Spirit. Dragon boating can be done by 10 yr olds to 90's. I was the oldest on the team . They Won every Race and as employees purchased their own boat- with their own money
7. Other went on builds with Habitat for Humanity
8. I wanted to get these amazing employees out into the community so I encouraged them to become Community Response Volunteers, go into schools and talk about what they do well! 
This worked incredibly well! 

David Pace CEO, Business Speakers Bureau & Event Services. Serving the U.S. and the world *

February 19th, 2016

Valeria: Good question because everyone has different incentive touch points. Some need recognition, others opportunity to get in front of others just to be seen, some money, others gifts or incentive items they can choose. The real issue is how do they fill valued within your organization and is there opportunity to grow beyond where they are. The current business term is Engagement. If a person is engaged and on board they see a vision and want to be part of it and contribute more than is outlined in the job description, they are empowered. If it is a solo individual you need to ask what motivates you, what is it you want to get you excited. If they do not know there are surveys you can take to find out. If it is for a department, team or whole company or multiple offices then you need some bigger tools. We have worked with an organization that has cloud based surveys that help you find the engagement level and needs of employees, leaders and individuals ( Their return reports include clear, prioritized action plan(s) to get people where they need to be. Our business is motivation ( we are an agency for motivational speakers and trainers. We believe you can raise the level of engagement and motivation with a good, targeted motivational speaker. For sales people that is a motivational sales trainer/speaker, customer care team a Customer service speaker, for leaders it is a leadership specialist, etc. We specialize in matching the need, type of business and desired outcome with the right speaker to get the results. Attached is an example of an outstanding motivational speaker and click here for a sample of her energy. DeDe's theme is "Snap Out of It" and take action ( ) Our website has hundreds of other examples and links to listen to. Motivational speakers are only effective for a short time so keeping the motivation requires multiple exposure which could be a audio or video library of motivational speaker programs, webinars, podcasts people can listen to and seminars they can attend and meet others. So the answer you are looking for is multifaceted and you will likely need to try many of the ideas to get yourself or a group, team or company where they need to be. Good luck and we would be pleased to assist or make connections.