How To Motivate Employees Better
Motivating employees to do their very best has long been studies by behavioral economists, psychologists, and scholarly professionals for years. Monetary motivation is often used as an easy means of employee encouragement however a lot of research suggests that this is not the best motivator to all people in all circumstances. The job performance model of motivation offers more insight into motivating employees through intrinsic rewards rather than monitorial but Tuckman’s 5 stages may offer the most versatile look into how to motivate a group of employees rather than individuals.
Tuckman’ theorized that group development was a means to an end which was greater than through simplistic rewards. In his theory of group development five stages of group development were identified, all of which helped add to the healthy dynamic of a well functioning group. By fostering each of these stages in order a group could be molded into a better functioning unit and presumably be better motivated.
The stages of group development managers had to foster were Forming, Storming, Norming, Performing and Adjourning. By emphasizing each stage the group could depend more upon each other and would be better motivated through intrinsic means rather than traditional motivators.
In forming a group of employees Tuckman theorized that by allowing and fostering a period where the persons could get to know each other and bond as a group they could better adapt to the second stage, storming, where assigned roles became clear and assigned by the members of the group itself. Leadership is usually elected naturally and motivation is built as the autonomy of the group is made clear.
As a group of employees naturally forms and develops their own sense of motivation they begin norming, or refining the group dynamics and expectations of others and themselves. As roles become clear expectations of individuals begin to form and “normalize”.
If a business owner want to truly motivate it’s employees he or she needs to envision this process in order as Tuckman laid it out. Only once a group develops these roles and expectations of themselves and each other can a group begin performing their roles and expectations up to par. The internal motivation of autonomy and self-creation is powerful but it must be developed on it’s own.
Finally, adjourning was added later as a final stage of group development however it is less of an indicator of how to motivate employees. It is actually a stage better characterized by the departure from the group which could however have an effect on motivating employees to develop individually and then move on to bigger things either in the company or apart from it. However you look at adjourning it is clear however without a vision of a productive ending or separating from the group or company the intrinsic motivator of autonomy may be masked in fear of the unknown. As a manager it is important to focus on all areas of the 5 stage process to properly motivate employees.
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