The topic of employee motivation is of great significance to managers and supervisors. There are many theories of motivation and any manager wishing to put together a simple practical model of employee motivation has to go through tons of information and misinformation. To complicate matters, there are several myths that confuse in particular new managers or supervisors. This article will help in clearing up some of these myths.<\/p>\n
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Myth #1 – \u00a0Fear and Threats\u00a0<\/strong><\/p>\n It is true that some employees require a tough and honest manager who can confront them on performance issues. Fear (or the “stick”) is a much practiced employee motivation technique and yes it works – but for a very short period. \u00a0 Employees do not suddenly get energized by shouting and threats. All that happens is that the employee walks away resentful and more demotivated than before.<\/p>\n Myth #2 – Money Does the Trick<\/strong><\/p>\n Money helps but as soon as someone receives an increment, a bonus, a sales commission \u00a0or an unexpected market adjustment in their salaries, it is almost always seen as a long-overdue reward and not any more than what is truly deserved. In a few hours, it is behind them and employees start to think about the next monetary reward. Like fear, the effect is short-lived.<\/p>\n Myth #3 – I Can Motivate and Transform the Employee<\/strong><\/p>\n Forget it! This myth is propagated by consultants who like to believe they have the ability to motivate others and create transformation. Motivation and transformation come from within, not from am external source. How many times have you see examples of employees who are self-driven and those who refuse to budge? All we can hope for is to create an enabling environment. \u00a0For each employee, this enabling environment will be difficult.<\/p>\n