Herzberg's two-factor theory explains that certain workplace factors can cause job satisfaction or dissatisfaction. These factors are split into hygiene factors like pay, benefits, and work environment, and motivational factors like challenging work, recognition, and opportunities for growth. Combinations of high and low levels of these factors can result in highly motivated employees, satisfied but unmotivated employees, motivated but dissatisfied employees, or low motivation and dissatisfaction. To retain staff, companies should regularly review pay and benefits, provide training opportunities, allow employee progression, recognize achievements, and solicit feedback.

1. HERZBERG IN
RECRUITMENT
Applying Herzberg theory of motivation to recruitment
nic@ambroserecruitment.co.uk

2. What is Herzberg’s theory
The two factor theory (Herzberg's theory) explains certain factors in a workplace can
cause a job satisfaction or a dissatisfaction.
These are split into two factors
Hygiene factors & Motivational factors
These factors which can change a persons motivation in their job role

3. Example of hygiene factors
■ Job security
■ Benefits
■ Good pay
■ Working environment
■ Job status
■ Hygiene factors can be changed
■ Absence of these factors can be dissatisfactors but if these are at the right level for the individual they
become maintenance factors not motivators (These factors can be maintenance factors until a person
motivations change which in turn make these factors become dissatisfactors)

4. Examples of motivational factors
■ Challenging work
■ Recognition from bosses / work
■ Achievement in work
■ Responsibility
■ Involvement in decision making
■ Sense of importance to a organisation
■ Personal growth (training / developing skills / career progression)
■ These factors give positive satisfactions and provide intrinsic motivations to
individuals

5. Combinations to be aware off as a
business
■ High hygiene – high motivation – the ideal situation highly motivated and have few
complaints – individual that go above and beyond the call of duty, and enjoy their
working conditions / role
■ High Hygiene – Low motivation - employees have few complaints but aren't very
motivated. Receive a fair wage / will do what is asked to a high level but wont go out
their way to go above the call of duty
■ Low Hygiene – high Motivational – employees are highly motivated but have a lot of
complaints . A situation where the work is challenging and exciting but the pay or
work conditions are not up to par.
■ Low Hygiene + Low Motivation. –The worst situation to be in where employees have
no motivation and have many complaints. Low pay and regular issues with completing
tasks

6. Why individuals leave companies?
■ Hygiene factors (things that can be changed easily / overnight)
■ Didn’t like my boss, I want better working hours, I didn’t get paid enough, not a good
working environment.
■ Motivational factors (factors which can be changed but over time)
■ Responsibility, career aspirations / progression, sense of achievement

7. How to combat these factors to retain
staff at your company
■ Hygiene factors – regular pay reviews, regular appraisal, stay up to date with market
trends, increase job enrichment programmes – free training, Perks, benefits, social events
■ Motivation factors – encourage more individual into motivated staff by creating
opportunities for progression, give targets / goals
■ Removing some control management of tasks given to employees and increase
accountability over their work, Increase their responsibility in their department, signing off
on important business decisions
■ Providing regular and continuous feedback on productivity and job performance to
employees directly instead of through supervisors
■ Reward employees for high achievement, recognise employees who go above and beyond
(extra hours, extra duties without being asked)

8. Struggling to retain staff at your
business?
Need help recruiting talents and
motivated staff
email: nic@ambroserecruitment.co.uk
01242 896020