Few topics have received more attention in talent management than motivation, defined as the deliberate attempt to influence employees’ behaviors with the goal of enhancing their performance, and in turn their organizational effectiveness. Indeed, other than talent, motivation is the key driver of job performance, for it determines the level of effort and persistence employees will exert. It is also clear that top performers tend to stand out as much for their motivation as for their talents.
If You Want to Motivate Employees, Stop Trusting Your Instincts
Adopt a data-driven approach.
February 08, 2017
Summary.
A global survey showed that, at a whopping 85% of organizations, employee motivation sharply declines after people have spent six months with their managers. Most employees are enthusiastic upon starting their new jobs, but it only takes a few months for their managers to destroy morale. A data-driven approach should be used in motivating employees, in part because very few people are naturally good at motivating others. To be more motivating, avoid these four traps: a simplistic approach to goal setting, biased evaluations of performance, the boring nature of work, and useless feedback. Using data and science, not your instincts, can help make real progress.
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Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Leading People. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
What you need to know about being in charge.