Motivating those that want to be in charge, be seen as experts and want financial reward

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It's hard to always be in charge, have the best financial package and be the expert in the room. And yet some people are definitely motivated by at least one of these. So how do you make sure that these people stay motivated and engaged, even if they can't get what they really want?

Read until the end to find out more. 

Today in this third article in my series on motivation, I'm going to delve a little bit deeper into the second group of motivators in the Motivational Maps, which focus on being in control of people and resources, being an expert and being financially or materially rewarded. 

I want to give you some tips on how to keep these people engaged and motivated regardless of the circumstances.

Let's start with those who are driven and motivated by being in charge and in control of people and resources. 

These are potentially your best managers. 

Why? Because they actually enjoy managing it's what truly drives their motivation. This doesn't mean that you have to - in order to motivate and engage them, promote these people. We know that isn't possible all of the time..

What you can do is put them in charge of a project, give them additional responsibilities, delegate to them where possible, allow them perhaps to stand in for you, to deputize for you in meetings and so on. All of these things without the promotion are what's going to give them that sense of control that they need in order to perform. 

Secondly, let's talk about your experts. 

These are people who are motivated by learning and sharing that learning with others. Have you had to deal with anyone who's motivated in this way? Let me know in the comments below.

Now with experts, there may be times when you can offer them courses to go on or better still ask them what are the courses that they want to go on - but this isn't always possible for a variety of reasons. 

Find ways that they can learn from others, encourage them to do research and reading for a project or for their own learning and advancement. Give them opportunities to share their learnings with others. Then one thing that might need some organizing but is a really good thing to do is give them the opportunity to work with a mentor but let them choose the mentor. Someone who has achieved something or done something that they really would love to do too. 

Lastly, in this group - we have the people who are driven by financial or material reward. Now this is the motivation that many leaders tell me that drives all of their people, but our work with Motivational Maps to tell us that this is just not true.

Now, if you have people that aren't paid enough to live on or who feel that they're being unfairly rewarded in a financial sense because they're comparing themselves to others in the organization doing a similar job, or even they're benchmarking salaries outside of the organization - then this motivator will definitely come up to the less. It will become more important for people otherwise that are just some people who are motivated in this way.

The same as all of the other major factors. And sometimes unfortunately in our society, at least here in the west, we seem to see this as bad in some way, but I want to encourage you to see it just like any other motivator. 

So the big question that comes up time and time again is..

Sonia, How do I keep someone motivated by financial reward when there's nothing that I can give them?

Budges cuts. 

There is no money. 

One of my clients had a team member who was motivated in this way, who worked in finance. And whereas others in the business were given much and dice as part of their reward. This person wasn't, and this person felt that this wasn't fair. So what the owner of the business did was they changed the system so that part of this person's reward was now also much and dice based on targets that was sensible for them. One very happy employee.

Another executive that I worked with renegotiated their package based on targets. So no longer were they paid just a basic salary. They actually reduced their basic and increased that earning potential by linking part of it to achieving set targets.

Is that something that you can do? Now, at the end of the day if none of this is available to you, then it's about not shying away from the conversation, acknowledging the importance of financial reward and material reward for this person and being very, very clear about what is  and isn't possible.

If the system isn't right for them, then they're better off finding something that is and you'll be better off to. So how do you figure out what it is that drives you and each member of your team? I've got a free course that's going to take you through the motivators and help you identify what it is that drives you and your team members can use it too, so that they identify what it is that drives them.

So just click here to access this short video course now.

Remember, if you found this valuable - then please subscribe to this Newsletter and tell me in the comment what it is that helped you most today.

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