Employee motivation is definitely a challenge. The conclusion on how committed an employee will likely be towards organization, division or team, depends entirely on the average person. Therefore, the first task to employee motivation is usually to engage every individual. Find what makes him/her tick. The intention of this article is to understand what to watch out for when you engage with the average person.

Many leaders result in the mistake of applying just one motivational strategy to each of their employees. The fact in the matter is always that something more important might motivate different employees. How do you find the correct formula per employee?

The Loyalty Institute at Aon Consulting did extensive research on employee commitment. They came up with the five drivers of employee motivation, also known as the performance pyramid.

It functions similar to Marslow’s Hierarchy of Needs where the first level of motivational needs first need be satisfied, before a necessity arise over the following level. It wasn’t intended doing this. It simply happened to exercise prefer that.

The performance pyramid offers some wonderful guidance to know what to find if you engage your workers. Let’s look into the five levels to see the actual way it can help you to find approaches to motivate employees.

Level 1: Safety and Security. As well as a physical a feeling of well-being, there should be a mental belief that the planet is free of fear, intimidation or harassment.

Level 2: Rewards. Yes, you knew it. Most of the people won’t visit work tomorrow should they win a huge lottery today. This is the perception that this organization attempts to match the employee’s compensation and benefits needs.

Level 3: Affiliation. This can be a sense of belonging. It contains being “in the know” and being a member of the team. Re-decorating when a alteration in personal and organizational values will have a big effect on motivation.

Level 4: Growth. Employees wish to have the point that achievement takes place. I will feel safe, get the cash I want and feel section of the team. In case there are no growth opportunities, I would take into consideration leaving the corporation.

Level 5: Work/Life Harmony. This term speaks by itself. Someone could have each of the rewards that he/she wants, but he/she will wear out eventually when they lack the time for you to wait on the other things they desire.

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