Our staff motivation model

We present you our development - a map of personnel motivation methods. Our model is simple, convenient and practical. It is used in the implementation of corporate portals and corporate social networks.



Why do we need it?
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Firstly, the topic of motivation itself is quite complicated and there are many models describing it. Mostly they are created for Western culture, sometimes contradict each other, sometimes remain on a theoretical level. But, for example, how will Mr. Maslow’s value pyramid help you when working with Russian clients? Need something more practical.

Secondly, motivation is the most frequent question that people are interested in when they learn that we are implementing corporate portals or corporate social networks. Moreover, the “implementation” we call not so much the buttons as the involvement of users in the work with the portal. And this question must be answered quickly and clearly.

The model is based on two postulates:

1. “Three emotions govern virtually any person: the first is fear, the second is greed, the third is vanity” ( primary source );
   
   
2. “With a kind word and a revolver you will achieve more than with one kind word” ( primary source ).
   
   

I myself do not really like these negative definitions, so I replaced them with opposite ones. Instead of fear, comfort and interest turned out, instead of vanity - prestige and recognition, instead of greed - benefit and advantage. Those interested can replace the good word and a revolver with a whip and a carrot. The result was such a matrix.



Bottom along the ordinate should be material ways of motivation. In the middle - external methods aimed at intangible motivation. In the upper part - methods aimed at internal motivation. As it is easy to guess, there are voluntary methods on the left, mandatory ones on the right.

We have put the methods of motivation known to us on this map. And that's what we did.



Here is the transcript:

• Chat - users can use the portal instead of "smoking room";
  
  
• Games, quests - methods of gamification of routine tasks;
  
  
• Duplication of the news channel - if you had a corporate newspaper, magazine, or email newsletter, then they remain, and another one is added to them;
  
  
• Online events - preparation and online continuation of offline events takes place in the corporate social network;
  
  
• Replacing the news channel is the same as duplication, but only now the old ways of delivering news are eliminated;
  
  
• Disabling FB and VK - if you have a young team, then disabling social networks can make people go chatting on the portal, besides, this way of communication is much safer.
  
  
• Badges and ratings are such cool badges and stripes that demonstrate your coolness (I just recently received Jive Internal Community Manager and Jive External Community Manager certificates and can't wait to get badges for this);
  
  
• Letters, thanks, honor roll - ways to publicly cheer you up;
  
  
• Success stories - stories about how well-done are those who have begun to usefully work on the portal;
  
  
• Punishing those who resist is an unpleasant but sometimes necessary measure;
  
  
• The personal example of a manager is, in fact, one of the most powerful ways to motivate;
  
  
• Mandatory process - this is when any necessary business process is available only through the portal;
  
  
• Binding bonuses or bonuses - surcharge pioneers pioneers using the portal;
  
  
• Demonstration of utility - an explanation of personal benefits for the user;
  
  
• Virtual currency - gingerbread , rabbits , turnips, or something else, you can buy any usefulness in the corporate store for it;
  
  
• Color selection means nothing and is made for beauty.
  
  

How can I apply a motivation card?

• Show the card to the HR Director and ask which of these methods work best. Get the first approximation and try.
  
  
• When you start looking for methods of motivation for your task, then all the ways at the same time do not need to use. Each target audience is dominated by its own motivating factors, and each organization has its own experience-tested dominant modes of motivation, which must be identified. For example, we had experience working with a company that uses an element at the top of the table and below, and the elements in the middle do not.
  
  
• Many things from the left side of the table are part of the corporate social networking functionality. Use them.
  
  
• There are very, very few examples where implementation took place in entirely voluntary ways. As a rule, mandatory elements are always used. The question is, how beautiful is the candy wrapper in which you will turn them.
  
  
• Intrinsic motivators cannot be constructed; they simply are. External can be created artificially.
  
  
• Always use the personal example of a manager.
  
  

We believe that with minor modifications, the model can be used in the implementation of various mass-use systems, not necessarily only portals.

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Our model is being finalized. Therefore, we will be glad for your feedback.

Vladimir Ivanitsa Facebook | LinkedIn
company founder Supereon