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 Our brains didn’t develop for an office
 We still enjoy the same things
 We like pride and tangible progress
 The chemicals flow for security, comfort
and control
 We developed through teamwork, and
still thrive on doing so

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 This isn’t about blowing a whistle at a certain pitch
 This isn’t about tricking the brain into doing what it
doesn’t want to do
 These behaviours are everyday occurrences,
general common sense, but can easily be lost in
the operation of a business

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 This plays to their pride and satisfies their desire to
be part of a team
 The business will serve a purpose besides profit, so
focus on this
 Show how their work adds societal value as well
as monetary value
 Employees who work away from the ‘primary’
service may need more reminding of this

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 So don’t let your employees lose motivation in
the mundane
 Remind them of the importance of their work
and how it fits in with the company
 The brain likes to do things that are interesting,
and that are a source of pride
 Playing to these will boost motivation

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 Your stock control workers are losing motivation,
because counting potatoes is not an interesting
thing to do – so present the bigger picture
 Their job will produce a stock report, which can help all areas of
the business
 The figures detail waste, which can lead to a reduction in food
waste and the company’s carbon footprint
 Levels of shoplifting will be tracked, so their job helps manage
crime
 The report details profitability of stock, meaning the company
has more money to invest in itself and grow

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 The brain likes seeing how it fits in the
team
 Show them the bigger process by
presenting the hole when they leave – who
relies on them? Do they know about it?
 Convey the chain of work that will break –
how many people will be unable to do
their jobs without this employee?

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The brain will see progress
 Show how their work makes it easier on the
other team members
 If relevant, return to why they were hired in
the first place – and explain where the
company would be if it hadn’t happened

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 Humans are fantastic at
adapting the environment
around them
 We like to make the environment
friendly, clean and light
 Depending on where you work, this may not be possible
 Mcdonald’s workers have no scope to change their
environment
 But If they can, let them have a say. Their immediate
environment is essential to their motivation

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 The environment includes the
employee’s clothes and uniform
 It includes the food they have
available at work
 It includes the equipment they use
 This is about the Human need for control
 If they are allowed to influence the environment,
they will be more motivated to work within it

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As with the environment,
making decisions is about
satisfying the need for control
 This isn’t about undermining team
leaders
 Letting staff have a say, or even just
letting them know of upcoming
decisions and changes in advance,
will let staff feel valued

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Ignoring ideas is possibly the worst thing to
do to ruin motivation
 The best decisions for people are the ones made by them,
rather than for them – so this should be a very positive
change

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 Nearly all employees will be aiming higher than their current
position – this is a naturally Human thing to do
 (remember, we like to see progress!)
 So don’t suppress their ambitions even if it works against the
business
 If they become so demotivated that they leave, that is likely
to harm the business more than their ambition ever would

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 Formally arrange and assess targets for staff
 These targets can be imposed by managers but make space
for personal targets too that the employee can choose
 Tangible lists help people meet their targets, and offers a
reminder to the employee of the progress they’ve made
since they joined
 Their motivation will increase as a result of this
visible value-added

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 Employees will do easier jobs first naturally; don’t
let it be your fault that the harder jobs get ignored
 They could be hard simply because the
employee doesn’t have the tools to do it
 The tool could be as simple as a stapler
 Or as complex as a training day

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Training will add to their
personal development
Ignoring this displays a
disregard for the
importance of the job

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 Giving staff a task they have specifically asked
to do will inevitably motivate them
 Ask them what part of the business interests
them, and assign them to do a task there
 This flexibility ticks many motivator boxes:
 Control
 Team member
 Progress in the job

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 Praise publically to enforce the value the
employee will feel they represent in their work
 Say it constructively and in private

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 Praise needs to be earned, but so does negative
feedback.
If an employee believes you fair, they will
be more motivated to work for you

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 Motivating employees is a complex task, and
can be difficult even when the job is rewarding –
Humans are complex and run different
motivators, but these can be broken down
 Even the job they are doing isn’t really that
important, or they are easily replaceable, these
intrinsic rules still apply

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Invest in your employees with
education and development to stop
them from leaving early
Allow them to make decisions about
the business and their environment
Financially reward them when they
deserve it – and avoid rewarding
others for their work, as this will
demotivate them

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