DataDome Blog

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A recent survey sponsored by a financial temporary staffing firm ranked the perceived effectiveness of non-monetary job motivators. They asked both CFOs and workers the question “other than financial rewards, which one of the following is the most effective means of motivating employees?”

• Frequent recognition of accomplishments
• Regular communication with staff
• Giving employees increased responsibility
• Off-site team-building and social events
• More time off/holidays/paid time off
• Flexible work schedule/flextime
• Something else
• None/nothing else motivates
• Don’t know

The reigning opinion was that recognition of accomplishments topped the list, with regular communication between executives and staff coming in second.

Praise and recognition can motivate – and anyway, isn’t it the decent thing to do?

Without meaning to single out this particular study for criticism – after all, it makes a good point about the importance of recognizing the worth of human beings in the workplace – it must be said that an opinion survey such as this one misses major elements necessary for effective workplace motivation. The options are too leading and too few. The question isn’t well-worded.

More importantly, there seems to be a basic lack of understanding that what will motivate one person may not motivate another.

Unless you understand the circumstances under which recognition will motivate, it will not be effective.

For example, different behavioral styles involve different motivational factors. DISC style analysis uses a 4-quadrant methodology to describe how someone will behave, as well as what work environment will be most motivating and productive for that person. When the job requires the use of personal behavioral strengths, the potential for success increases – as does the level of personal/professional satisfaction. Contemporary DISC analysis tools vary widely in validity and usable information, but there are very accurate tools available today that produce more than 200 distinct profiles.

While giving personal thanks for a job well done may tend to motivate workers with a High I in their behavioral style profile, Low I’s may be suspicious of such praise. A High I likes praise and recognition, but also needs people to talk to and a chance to help and motivate others. If you praise High I’s, but then put them in charge of firing people, or isolate them, then your praise will mean nothing.

Recognition may please a D – especially if it acknowledges bottom-line results and comes with prestige – but if you take away the power to make changes and confront problems or slow him/her down with a lot of repetitive tasks, then that recognition doesn’t matter.

A High C wants quality information, effective procedures, and proven strategies. Your praise may simply seem superficial – it may even annoy. A Low C that is tangled up in meaningless procedures will appreciate the opportunity to do a bit of troubleshooting – to think “out of the box.”

High S’s may like personal recognition, but are really more concerned with their niche, with the security of their position as part of a habitual status quo. If you introduce a lot of sudden changes without their advance buy-in, or rush them… and a Low S will be bored without some variety in the tasks they do.

In addition to behavioral style differences, the relative weight one places on the six value areas is a great indicator of the individual motivators driving behavior. To be successful and energized on the job, underlying values must be satisfied through the nature of the work. When your passions and priorities match your work, you feel personally rewarded.

• Theoretical – an interest in the discovery of knowledge and an appetite for learning
• Utilitarian / Economic – a characteristic interest in money/utility and return on investment
• Aesthetic – a relative interest in form, balance, and harmony
• Social / Altruistic – an interest in exerting power and influence
• Individualistic / Political – a keen interest in helping others
• Traditional / Regulatory – a focused interest in following a specific system for living

Someone with a high theoretical value, for example. might be more motivated by having access to more training than they would by receiving recognition or praise.

There are now validated assessments that combine DISC analysis with values, or that add personal talents and skills, or the ideal distribution of tasks. Narrative profiles provide tips for better communication, keys to managing and motivating, and spell out the value of each person to the organization.

We assess the assessments, match them to your needs and goals, and provide you with workplace strategies for effective and ethical applications. Call us at 404-814-0739 for a complimentary needs consultation.

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The 50 best employers in Canada know how to handle their workforce.

At a typical “best” employer, 77% of employees have high employee engagement. Other organizations average 55%.

“When we measure engagement, we’re not simply determining whether employees are happy or loyal. We’re gauging the emotional and intellectual commitment employees demonstrate for the organization for which they work. If employees feel a strong commitment, they’re likely to speak positively about their employer to others, stay with the organization, and do all they can to help it achieve its business goals.”

We’ve been tracking the figures for worker job satisfaction and engagement/disengagement. In the US, employee satisfaction with jobs has dropped 10% in the last decade. Between 40-54% of workers are disengaged, and up to 17% are actively disengaged (these employees are not just unhappy in their work, but actively undermine what their engaged co-workers accomplish).

Organizations that effectively address worker engagement have lower turnover, receive more job applications, and have better business results. Employees are committed. On the negative side, organizations that do not address these issues not only have the costs associated with higher turnover and mismanagement, but also miss opportunities for increased growth, improved customer relations, and smoother operations.

Based on your own unique context and needs, we can provide strategies, information, and solutions for your company now.

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A new study proves once again what we already know about bad management and leadership. Wayne Hochwarter, an associate professor of management in FSU’s College of Business, and two doctoral students have completed a study that documents the magnitude of the problem of the big bad boss. It also highlights some of the effects of nightmare bosses on employee performance and health. Among the results:

• Thirty-nine percent noted that their supervisor failed to keep promises.
• Thirty-seven percent reported that their supervisor failed to give credit when due.
• Thirty-one percent of respondents reported that their supervisor gave them the "silent treatment" in the past year.
• Twenty-seven percent noted that their supervisor made negative comments about them to other employees or managers.
• Twenty-four percent reported that their supervisor invaded their privacy.
• Twenty-three percent indicated that their supervisor blames others to cover up mistakes or to minimize embarrassment.

Employees stuck in an abusive relationship experienced more exhaustion, job tension, nervousness, depressed mood and mistrust. They also were less likely to take on additional tasks, such as working longer or on weekends, and were generally less satisfied with their job. Also, employees were more likely to leave if involved in an abusive relationship than if dissatisfied with pay.

The results of the study have been scheduled for publication in an upcoming issue of The Leadership Quarterly, a journal read by scholars, consultants, practicing managers, executives and administrators, as well as those who teach leadership.

Are abusive bosses a problem in your organization? Culture Vitality and 360-degree surveys might tell you the bad news you need to know. Do you assess potential managers and leaders? There are several excellent tools to do so. We can help you sort through the chaff to find the tools you need to meet your needs. Call Data Dome Inc at 404-814-0739.

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