What are the Misconceptions about employee motivation?

Misconceptions about employee motivation

In order for an employee to be motivated, depends on various factors such as level and status of the respective employee. There is no one principle to motivate all employees. There are some factors that are considered as motivating tolls for employees however in reality these may not be motivational. The followings are some misconceptions about employee motivation;

1.      Financial reward

Money alone cannot generally act as a motivational tool for employees. Formal and informal recognition tends to add motivation for some employees rather than money. Money may tend only to motivate some employees in short term where an employee may be in high need for money. At some stage, i.e. senior level an employee may have enough money and therefore money may no longer motivate him/her.

2.      Natural motivation

There is no such a natural motivation. No one can be motivated naturally (born with it). Employees need to be inspired and influenced to become motivated. Therefore this misconception that some employees are naturally motivated is not valid in reality.

3.      Fear

This misconception assumes that some employees may tend to fear losing their employment and hence motivated to work hard. However this is not a real motivation and last only short term. In reality this causes unsupportive and stressful working environments to employees.

4.      Being employed is motivation in itself

In some organizations, some employees work hard after being employed so as to be confirmed in their posts. However this is only a short term after which employment itself can no longer motivate an employee. Other factors such job security, training, performance reward/recognition and other on job promotions adds motivation to an employee and not only a mere employee.

5.      Group motivation

Assuming there is general motivation for employees of an organization is not realistic. There is a need to study each employee thoroughly and then motivate accordingly and not assuming such a general and group motivation.

6.      Putting down clear goals

An organization may put down all clear goals intended to be achieved but this is not a reason enough to motivate an employee.

7.      Performing as best as possible

The misconception that doing the best motivates employees is not realistic. An organization need to set specific and difficult/challenging performance level that are likely require an employee to concentrate, involve and put more efforts.

8.      Getting broader picture on what you want to achieve

This is only a step towards doing the work and has nothing to do with motivating an employee. Employee may be aware of all tasks to be accomplished but still not motivated.