The document discusses 8 different types of employee motivations: technical/functional competence, autonomy/independence, pure challenge, security/stability, entrepreneurial creativity, service/dedication to a cause, general managerial competence, and lifestyle. For each type, it provides details on what drives that type of employee and recommends the best ways to reward and motivate them. The recommended rewards include opportunities for training and conferences, freedom and autonomy in their work, challenging assignments, appreciation and recognition, opportunities for creativity, assignments related to their values or cause, promotions and salary increases, and flexible schedules and time off.

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Technical/functional competence
Autonomy/independence
Pure challenge
Security/stability
Entrepreneurial creativity
Service/dedication to a cause
General managerial competence
Lifestyle

3. Technical/functional competence
• These employees want to be the best in their
area of work.
• They will work to become a specialist or an
expert.
• They prefer job functions where they can put
their skills to best use.

4. How can we crack them ?
• The ideal way of rewarding such employees is
to give them opportunities to attend
conferences and training sessions, so that they
can continue to be the best.

5. Autonomy/independence
• These people make their own work rules, and
conformity is the last thing you can expect
from them.
• They are the people who are often absent
frommeetings and group discussions.

6. Autonomy/independence
• Do not expect these employees to be very
communicative.
• Reward them by giving them freedom and
allowing them a free hand in their area of
work.

7. Pure challenge
• People driven by challenge excel when they
are pushed.
• They seek assignments that allow them to use
their problem-solving skills.
• Such employees get bored easily and generally
hop from one job to another seeking new
challenges.

8. • What finds favour with them is challenging
work and raising the bar for success.

9. Security/stability
• Job stability is the priority for this group of
employees.
• They are risk-averse, and generally remain
with a company for a very long time.
• They value their association with an
organization that cares and looks after them.

10. Security/stability
• Appreciation and simple gestures of
acknowledging their contribution towards the
organization is rewarding for this set of lifers.

11. Entrepreneurial creativity
• These employees like to create things and
aspire to run their own businesses.
• They value ownership more than anything
else, and wealth generation is a metric of
success for these creative people.

12. Entrepreneurial creativity
• Recognizing them publicly for their ideas or
giving them opportunities to be more creative
works.

13. Service/dedication to a cause
• This type of employee is driven by values and
feels strongly about a certain cause.
• They take pride in helping others, and succeed
in public services or functions such as human
resources, corporate affairs, etc.

14. Service/dedication to a cause
• Recognize them by giving an
assignment/project that is in sync with the
values or cause they identify with

15. General managerial competence
• These employees are people-oriented.
• They thrive on responsibility, problem-solving,
and are all for managing teams and projects.
• They are the ones who rise rapidly up the
corporate ladder.

16. General managerial competence
• Promotions and salary increases work the best
for them. Recognition through exclusive
rewards also helps.

17. Lifestyle
• These types of employees value their personal
life a great deal.
• They are the ones who integrate life and work.
• They may even take long periods off work for
pursuing their hobbies.

18. Lifestyle
• Flexible timings, telecommuting and time off
are the best way to reward this group of
employees.