Business Fit Magazine November 2018 Issue 1 | Page 24

Mindset & Emotion
year and other tangible assets while others
are not? Can’t those who are searching for
fulfilment not simply take the extra money,
bonus and pay raise to invest it in what is
meaningful and fulfilling to them? The answer
is not so simple. Employees could pay for their
own membership at a gym, but the meaning
is different if the employer actively helps to
facilitate this for their work force.
Team Motivation –
It’$ all about
Mon€y ,
i$n’t it?
MaLish
Have you ever asked yourself why some teams
have an amazing team spirit and are motivated
and others, even within the same company and
department are not? As a team leader: What keeps
your employees going beyond the standard for
you? As a team member: what makes you walk the
so-called extra mile? be thankful that we don’t have to fight for food
and clean water. Still we are all on different
“satisfaction levels” in Maslow’s term. Finding
out where each team member is standing is
one of the most challenging tasks of a team
leader. How can we find out what motivates
each team member?
Motivation and satisfaction of
needs To keep a team motivated they
should feel that:
We are human beings and all made up of
the same molecules. Why are we so different
in our motivation, aspiration, dreams and
wishes? One of the first people to think and
publish about this phenomenon was Abraham
Maslow. In his pyramid of the “hierarchy of
needs” he tells us about different levels of
needs. On the bottom of the pyramid are
the basic needs, these need to be satisfied
first. But once achieved they do not motivate
further. That means: after having enough food,
safe shelter, enough money to survive and a
job, people are looking for self-fulfilment and
self-actualisation. In our Western world we can
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• Their management trusts them
• The goals set are S.M.A.R.T.
• The internal communication is transparent
• They are empowered to lead themselves
Which leads to:
• Increased productivity
• Enhanced commitment in work performance
• Psychological job satisfaction
Balancing monetary and non-
monetary aspects
Why are some employees motivated by more
money, higher bonuses, salary increase each
What is in it for companies, how do they profit
if they balance both aspects (monetary and
non-monetary):
• A good example is the wish of an employee to
work in another country. Why not send them to
one of the subsidiaries? This will create a win/
win situation: your employee is helping to build
/increase know how and processes on the
one hand and the company will benefit from
intercultural interaction and understanding on
the other hand.
• People are motivated if they have an
employer who thinks outside the box – even
if they don’t make use of the gym membership
or the sabbatical – it’s still seen as a plus.
• Another bonus for the company is that non-
monetary remuneration can also help to build
the brand and attract future employees.
How do you implement it?
It all sounds amazing doesn’t it? Now the
question is how to get there? First listen
to your employees. They are telling you all
the time what they are missing and what
their trigger points are. These days money
motivators are not working anymore. Society is
changing, work/life balance is more important
than driving a fancy car. We are dealing with
a different generation of employees and they
value different things. A one-size fits all strategy
does not work anymore.
Motivational factors must be seen as a
foundation. If your teams are motivated they
will be passionate and enjoy working for
the company which leads to loyalty, during
good times and bad. If a team is motivated,
they will be engaged and contribute to the
group’s performance. As leaders we need to
understand what motivates each individual in
our team and we should be able to manage
them accordingly.
In our opinion, It is more important that the
team members feel great about the work they
are doing, rather than them doing great work.
To quote Rob Boegheim, Managing Director
& Chief Explorer at Hema Maps: “The most
effective motivation occurs when the team
understands and accepts the mission and
goals of the organisation. Motivation begins
with hiring talented individuals who believe
in the company. It then continues when
those individuals are allowed to exercise their
talents and creativity freely with full support of
management”. Source www.Forbes.com/-The
BestWayToMotivateEmployeesAndGetResults
With our experience from being team
members and team leaders in the corporate
world and now having our own consulting and
coaching company, we specialise on teams
and all aspects of how to motivate them and
make them successful. If you are interested to
learn more www.malish.global/contact
Lilli Rohde, Co-founder MaLish, Business strategist, international Speaker
and international Coach Lilli managed international sales teams, implemented
systems, tools and processes on a global scale and launched successful
products in her time within the Food and Beverage industry.
Maike Benner, Co-founder MaLish, Business strategist, Finance expert
and international Speaker Maike has supported, managed and led various
projects in her professional and volunteer life. Her analytical, communication
and project management skills have made her an expert in the field of system
implementation, workshops and trainings. www.malish.global
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