10 Inexpensive Ways to Motivate Without Money

Use these proven ideas to keep co-workers happy and inspired
29 Oct 2013

Progressive Business Publications
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brandongaille.com...
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1. Earning extra time off
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. . .
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3. Motivation Monday
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4. Allow employees to occasionally work from home
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6. Offer community service days
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8. Celebrate more accomplishments
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I think the suggestions are worth considering.
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And, I think they can work with families as well as businesses.
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However, I don't think any list like this will work UNLESS THE TOP LEADERS in the business REALLY ARE SERIOUS about truly motivating employees--largely by respecting them, taking care of them and doing good to them.
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The top leaders in a business MUST seek the best interests of their employees IF such strategies as these suggestions are going to be maximally effective. Some will not be very effective, at all, unless the top leadership genuinely supports them from an authentically good-hearted caring. Implementing such suggestions in a cynical way to try and squeeze more efficiency and performance out of every serf and slave will not work.
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The ATTITUDES of the top leadership ALWAYS filter down to the lowest ranks whether the leaders realize it or admit it, or not. No leadership can fool all their employees anywhere near all the time.
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Nevertheless, these suggestions can be a great help toward increasing motivation among employees IF they are genuinely applied.
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a reply to: BO XIAN

Fired every last one of them while u still can.

originally posted by: lavatrance
a reply to: BO XIAN

Fired every last one of them while u still can.

Your sentence lacks context etc. . . . therefore your point is far from clear. What are you getting at?

Why would you fire "every last one of them."

a reply to: BO XIAN

Your title is redundant

Also. It costs money. For instance. The first one. More time off.. That is revenue lost do money lost so it still costs. You are suggesting a paradigm change which may be needed but money.. Is as usual... Involved

a reply to: Sillyosaurus

Perhaps you are unaware that the T&C

REQUIRE

EXACT title use of the referent article's exact original title.

Have you thought of anything constructive to add to the discussion or the motivating suggestions?

Research indicates that after a basic meeting of salary needs and expectations, even significant increases in salary money do not generally motivate as much as many people think.

a reply to: BO XIAN

From the title of your source... 10 Ways to Motivate Employees Without Using Money

Not: 10 inexpensive ways to motivate without money.

So about those t&c's...

Also from the source:link


"Though money is almost always the primary motivator for someone to work harder, there are other ways you can keep your motivation levels high and your discontent low"

It didn't mention that research you are talking about, honestly I was unaware of it. Do you have a link?

a reply to: Sillyosaurus

You may or may not have noticed that I took the title from the graphic. I did fail to notice it was not the same as the title at the top of the article. Mods are welcome to change it.

I may see if I can find a link to the research I mentioned. It's been a persistent finding for decades. Perhaps things have changed, though I doubt it.

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This article could be construed to affirm that salary at the level teachers experience it is still a leading motivating factor:

pareonline.net...

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This study showed that "Good salary was 5th for men and 9th for women as a motivator with "Job Satisfaction" being #1 for both.

ccs.dogpile.com... pvaid%3d55805ecab87e442b82979493534089a5%26dt%3dDesktop%26sid%3d1830193568.4327942045946.1464088687%26vid%3d1830193568.4327942045946.1464059864.2%26fc oi%3d417%26fcop%3dtopnav%26fct.uid%3d287c15d788e54f099b360c842d5ce6f3%26fpid%3d27%26en%3d0WEFU%252fZhSoTF%252fFm%252bpLeuVl4UPZzISdzyg%252baGYj7N8ISb7 M1aTnzzgA%253d%253d%26ru%3dhttp%253a%252f%252fumu.diva-portal.org%252fsmash%252fget%252fdiva2%253a140549%252fFULLTEXT01.pdf%26ap%3d5%26coi%3d1494%26np p%3d5%26p%3d0%26pp%3d0%26mid%3d9%26ep%3d5%26du%3dumu.diva-portal.org%252fsmash%252fget%252fdiva2%253a140549%252fFULLTEXT01.pdf%26hash%3dF3AFA1238EC3BA 86DACC607180A44A89&cop=main-title

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This one is a complicated article but it is possible to ferret out that salary is not always a supreme motivator.
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ccs.dogpile.com... pvaid%3d55805ecab87e442b82979493534089a5%26dt%3dDesktop%26sid%3d1830193568.4327942045946.1464088687%26vid%3d1830193568.4327942045946.1464059864.2%26fc oi%3d417%26fcop%3dtopnav%26fct.uid%3d287c15d788e54f099b360c842d5ce6f3%26fpid%3d27%26en%3d0WEFU%252fZhSoTF%252fFm%252bpLeuVl4UPZzISdzyg%252baGYj7N8ISb7 M1aTnzzgA%253d%253d%26ru%3dhttp%253a%252f%252fwww2.deloitte.com%252fcontent%252fdam%252fDeloitte%252fglobal%252fDocuments%252fHumanCapital%252fdttl-20 14-top-five-global-employer-rewards-priority-survey-report-20140423.pdf%26ap%3d6%26coi%3d1494%26npp%3d6%26p%3d0%26pp%3d0%26mid%3d9%26ep%3d6%26du%3dwww 2.deloitte.com%252fcontent%252fdam%252fDeloitte%252fglobal%252fDocuments%252fHuman...%26hash%3d95E92FD06CCD276AD820D540FAB0872A&cop=main-title
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This article talks about the inadequacy of money to motivate in many contexts and discusses the differences between a manager's ranking of motivating priorities vs an employee's ranking of the same list of priorities.
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www.dirjournal.com...
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This article talks about how some employees are motivated by money and others are not.
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ccs.dogpile.com... pvaid%3d55805ecab87e442b82979493534089a5%26dt%3dDesktop%26sid%3d1830193568.4327942045946.1464088687%26vid%3d1830193568.4327942045946.1464059864.2%26fc oi%3d417%26fcop%3dtopnav%26fct.uid%3d287c15d788e54f099b360c842d5ce6f3%26fpid%3d27%26en%3d0WEFU%252fZhSoTF%252fFm%252bpLeuVl4UPZzISdzyg%252baGYj7N8ISb7 M1aTnzzgA%253d%253d%26ru%3dhttp%253a%252f%252fwww.ijetmas.com%252fadmin%252fresources%252fproject%252fpaper%252ff201411201416479373.pdf%26ap%3d9%26coi %3d1494%26npp%3d9%26p%3d0%26pp%3d0%26mid%3d9%26ep%3d9%26du%3dwww.ijetmas.com%252fadmin%252fresources%252fproject%252fpaper%252ff201411201416479373.pdf %26hash%3dB0BC677F75EB329BE7521497762EB608&cop=main-title
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This article notes that money is not the only motivator:
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The result concludes that, payment is not the only factor for motivating employees; rather there are some other pivotal factors like- opportunities for growth and development, job security, interesting work are the key which have significant contribution in propelling employee motivation in the workplace. Carefully designed employee engagement programs and reward systems should be considered.

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This is a complex article but talks about the variety of higher motivating factors--and that salary is far from the only significant one.
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www.scribd.com...
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GoalDirectlyGoalAcceptanceOrganizationalSupportRewardsGoal-DirectedEffortGoalSpecificityGoalCommitmentIndividualAbilities & TraitsRewardsSatisfactionGoal setting requisitesGoal setting is a very powerful technique of motivation when used correctly,carefully monitored and actively supported by managers. Goal setting can improveperformance. However, neither goal setting not any other technique can be used tocorrect every problem.QUALITY OF WORK LIFE The term ‘quality of work life’ (QWL) has different connotations to different person.For example, to a worker in an assembly line, it may just mean a fair day’s pay, safeworking conditions, and a supervisor who treats himher with dignity. To a youngnew entrant, it may mean opportunities for advancement, creative tasks and asuccessful career. To academics it means the degree to which members of workorganization are able to satisfy important personal needs through their experiencesin the organization. There are many factors which can contribute to QWL. They are:

1.Adequate and fair compensation, adequacy to the extent to which the incomefrom a full-time work meets the needs of the socially determined standard of living.

2.Safety and healthy working condition, including reasonable hours of work and restpauses, physical working conditions that ensure safety, minimize risk of illness andoccupational diseases and special measures for protection of women and children.

3.Security and growth opportunity, including factors like security of employment,and opportunity for advancement and self-improvement.

4.Opportunity to use and develop creativity, such as work autonomy, nature of supervision, use of multiple skills, workers’ role in the total work process and hisherappreciation of the outcome of hisher own efforts and self-regulation.

5.Respect for the individual’s personal rights, such as application of the principles of natural justice and equity, acceptance of the right to free speech, and right topersonal privacy in respect of the worker’s off the job behavior.

6.Work and family life, including transfers, schedule of hours of work, travel requirement, overtime requirement, and so forth

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[ran out of space] Enough. If you want further such proof--you can use dogpile.com yourself.

Awesome - more trashy magazine articles!

Giving people titles and other honours is another tried and trusted method.

a reply to: stargatetravels

You seem to think that's an edifying contribution to the thread.

Hmmmmmmm

a reply to: DISRAELI

To a point.

They need to be honors etc. that ARE MEANINGFUL to the recipient.

And, most likely, they need to be honors etc. that the recipient's peers respect and affirm as worthwhile.

OP is religious!

a reply to: mojoharry

Your word. NOT mine.

Regardless, how is your comment related to the topic in the OP?