Motivation = Pleasure & Pain

3 min read

Every businessman knows that motivated employees are the crux of their organization. A sound businessman spends ample amount of time and money in keeping their employees happy and pumped.
Every human being has natural tendency to seek appreciation which is the ultimate key in keeping employees motivated.  However, the question lies in – what does it take to be motivated?
Let’s take a moment to forget fancy jargons like process, system, reporting, culture, carrot and stick, good guy and bad guy. In my opinion, all it takes is 2Ps to be motivated – Pleasure and Pain.
Let me briefly explain each P’s here.
The easiest way to bring the best out of motivation at the workplace is pleasure. Giving credits and appreciation are the best factors in keeping the employees content, as they will be more enthusiastic in taking up new tasks and projects in the future. ‘Culture of appreciation’ has always been encouraged to keep the environment positive & energetic.
For example, if ‘X’ employee does an incredible job at acquiring a big-fish client through sales, the best way to keep him buoyant is by personally congratulating him, announcing his achievement to the rest of the employees, these moral ways would definitely boost them up. If in case he met up with monthly  targets, monetary compensation and a good raise during appraisal period is a sure-shot way of making an employee feel valuable in the organization.
A motivated employee is more confident, ultimately is more productive. It is a powerful tool that is barely utilized. It is an activity that requires little spending, but has huge benefits and long lasting outcomes. The moment an organization started implemented investing in appreciation methodologies, is the moment they have invested in improving the organization as a whole.
Sometimes, motivation through pleasure is not enough. In such cases, a way of bringing the desired enthusiasm in the employee is putting them out of their comfort zone, and thereby, testing their skills and capabilities. Many sales-oriented companies follow these approach more often. This method has also worked fantastically for companies that have been in businesses of the bygone era, where challenging the employees was the ultimate test of their skills.
For example, giving a particularly hard target task to an employee, and then profusely rewarding in case he succeed. Chances are that the employee might feel frustrated and angry with the expectations put on them, but how they solve the given problem is the true test. Hence, it is important to note that this method must be applied only on employees who are strong-willed and show strong dedication towards their work. Some management personnel use this method purposefully in order to analyze the potential of the person.
I would, hereby like to conclude by suggesting that depending on the employee’s nature and mental stability of the situation, a business owner must employ the right ‘P’. The intention of the owner may not be wrong, but one wrong step can lead to a lose-lose situation.
Once you’ve mastered the art of making it a win-win situation, you have mastered the art of motivation.
To keep myself motivated, I always follow the saying –
Either you can run the day, or the day runs you.’