Why motivation is broken

[embedded content]

How do we reward people that are intrinsically motivated? First of all, we need to know how not reward them.

We don’t reward them by offering them incentives, because that’s an IF/THEN reward – IF you do this THEN I’m going to give you that.

So, you might say, what if I give them an unexpected surprise reward.

That is a NOW/THEN reward. NOW that you’ve done this THEN I’m going to give you this.

Would you agree this is a reasonable way to reward someone unexpectedly. It is – until – it becomes an expectation. Does this make sense to you?

If you’re going to engage in NOW/THEN rewards, they must be sporadic, and there must be no structure or order to them.

It’s very easy for a NOW/THEN reward to flip over and become a IF/THEN reward because an expectation has been built. Does this makes sense?

Again, how do we reward people that are intrinsically motivated? Well, we can do that through ‘social acknowledgement’.

Or, you might say through their ‘love language’, whatever language that they prefer.

We use a form of love language, but the love language we use is based on herd behaviour. If you consider mammals, what do you think mammals are constantly looking for?

They’re looking for acceptance and recognition from the alpha mammal. They’re looking for recognition from the herd leader.

Social Acknowledgement

It’s important to realise when you’re using ‘social recognition’ what is it that you give the recognition to.

We want to be acknowledging the effort, not the outcome. If we acknowledge outcome then we’re literally setting up – rewards.

An example: ‘You know what, I just want to say thank you. I really appreciate the amount of effort you put in here. And I want everyone in the company to know that you’ve put in an enormous amount of effort here. You have worked really hard to do this, and I just want to say thank you in front of everyone. Can we all be upstanding and give this person an enormous round of applause for the effort they’ve put in’.

When you get that social acknowledgement, it literally creates what? Bingo – Drive! It’s that social acknowledgement, not for the outcome, but for the effort.

What do you think is the most practical application for that concept, that research?

YOU! YOU…Mother f***er!

If you’ve been brought up to be an extrinsic puppet, who is constantly constantly focussing on what is ‘outside’ and asking…what do I get?

If you want to change that motivation – you need to change the way you are driven.

When you are an intrinsically motivated person…what do you think an intrinsically motivated person is constantly thinking about?

What can I GIVE. What can I DO.

They are not thinking about what can I get, because they are thinking about what they can GIVE and what they can DO based on what they like, what they love, what they’re passionate about.

It’s not about what they get, they’re doing it because they love it.

Would you like to know the hidden secret of staying motivated in business?

Do what you f***ing love…and you will be DRIVEN!

Kerwin Rae

Kerwin Rae

Kerwin Rae is a businessman, investor, strategic advisor, author and international speaker. He has studied and observed the psychology of influence for well over a decade now and is considered an expert on influencing human behaviour and how it relates to sales, marketing, fast growth business principles, leadership and personal transformation.
Snapchat: @KerwinRae
Kerwin Rae

Latest posts by Kerwin Rae (see all)

Related Posts

.yuzo_related_post imgwidth:126.5px !important; height:88px !important;
.yuzo_related_post .relatedthumbline-height:15px;background: !important;color:!important;
.yuzo_related_post .relatedthumb:hoverbackground:#fcfcf4 !important; -webkit-transition: background 0.2s linear; -moz-transition: background 0.2s linear; -o-transition: background 0.2s linear; transition: background 0.2s linear;;color:!important;
.yuzo_related_post .relatedthumb acolor:!important;
.yuzo_related_post .relatedthumb a:hover color:!important;}
.yuzo_related_post .relatedthumb:hover a color:!important;
.yuzo_related_post .relatedthumb:hover .yuzo__text–title color:!important;
.yuzo_related_post .yuzo_text, .yuzo_related_post .yuzo_views_post color:!important;
.yuzo_related_post .relatedthumb:hover .yuzo_text, .yuzo_related_post:hover .yuzo_views_post color:!important;
.yuzo_related_post .relatedthumb margin: 0px 0px 0px 0px; padding: 5px 5px 5px 5px;

Share if you enjoyed this post!

Source link

Leave a Reply