For several decades, motivation seems to be one of the essential criteria for selecting candidates for academic and professional training. Indeed, motivation is perceived by society as a guarantee of investment in projects and work, and therefore a guarantee of efficiency. But how can we assess a candidate’s motivation? Why should leaders and managers ensure the motivation of workers? What are the techniques for motivating an individual, and in particular an employee?
What is motivation?
Motivation is defined as a set of reasons that motivate and motivate an individual. The image of a donkey being pushed forward by a carrot is certainly vulgar, but it illustrates the principle of motivation well. Indeed, an individual, particularly in the professional environment, is motivated when he has the certainty of a return on investment, that is to say, he will be rewarded for his action. For example, an employee shows motivation for a project or an activity because he is sure to benefit from it.
Why be motivated at work?
- Financial: On the one hand, money is today the only means of ensuring one’s subsistence. On the other hand, it allows one to satisfy other expectations such as investment in real estate or leisure.
- Feeling valued: Being a member of a team, integrated into a common project, or being entrusted with interesting missions motivates employees who feel that they are contributing to the success: of the company, the team, and their own.
- Developing your skills: Investing in projects or missions allows you to develop new skills, which feeds personal satisfaction and your CV
- Promotion prospects: Knowing that you can consider moving up the ladder to take on more responsibility and increase your salary is a motivating factor.
How to assess a candidate’s motivation?
Generally, a candidate’s motivation or lack of motivation is not directly perceptible. Indeed, the candidate may appear motivated when he is not, or may not show motivation when he is motivated. The candidate may also put forward motivations that are not those that motivate him. It is therefore up to recruiters to distinguish between theater and reality, rhetoric and truth. To make matters worse, it is all the more difficult to identify a candidate’s motivation in his cover letter. First of all, the candidate may not have written his cover letter, and secondly, he may be lying in this letter.
How to motivate your troops?
Since real motivation is the driving force behind productivity and the well-being of individuals and society, a manager must know how to motivate his troops, in other words, he has the motivation of his employees. What is this skill?
- Interpersonal communication: Communicating allows employees to feel integrated into projects. If the manager also knows how to communicate objectives, and expectations, and manage conflict situations, then he has a good chance of being a very good coach!
- Emulation: Knowing how to create emulation, that is to say, healthy competition which is beneficial for the project, the team, and each individual.
- Equity: Employees must be treated equally to complete a project. Equity is the founding principle of cross-functional management.
- The right atmosphere: A good working atmosphere ensures that workers operate in a favorable, rather than hostile, environment.
Finally, allowing employees to develop in a beautiful working environment is also an avenue to explore. Some companies host works of art as decorative pieces, or even temporary exhibitions, to stimulate creativity, introduce new artists, and encourage exchanges between employees. What if art was not to be neglected?