A HRIS Motivated Workforce
What motivates employees at work? There a two types of factors which drive employees to perform at their best. Employees are either intrinsically motivated or extrinsically motivated. I’d say most of the time it’s a bit of both. Being intrinsically motivated or extrinsically motivated is vastly a factor influenced by what sector they currently work in.
Extrinsic motivation is when we perform a task for known rewards. Whether they are tangible such as money, or intangible such as praise. Intrinsic motivation is when we act without any obvious external rewards. We simply perform the task because we enjoy doing what we are doing, whether we are learning and actualising our potential or for the simple act of helping people.
Money is an important motivator, although focusing particularly on the Non-For-Profit (NFP) sector, employees are more intrinsically motivated. Intrinsic rewards are more important to staff in the NFP sector. The fact that they are willing to take a pay cut compared to their private sector counter part shows that intrinsic factors are of importance when considering what motivates employees to perform to their very best.
That is not to say that private sector employees are not intrinsically motivated, it’s just that extrinsic motivation seems to play a bigger part than in the NFP sector. Focusing on how to improve both intrinsic motivation in the private sector and offer non-monetary extrinsic motivation to those in NFP organisations who yearn for it where funds are limited, are all achievable through an effective rewards and recognition module which can be delivered with a comprehensive HRIS.
Employees respond to recognition positively and productively. An effective recognition process is the key to motivating employees in the NFP sector who yearn for extrinsic motivation. The benefits are extended through to the private sector as praise can help increase internal motivation. Positive praise and feedback when people do something better especially when comparing them to others can significantly improve intrinsic motivation.
Why use a HRIS to motivate and engage?
A HRIS enables you to keep track of how your employees are going and with the functionality of rewarding employees with badges and icons for certain tasks and behaviours can lead to a significant increase in productivity and a more engaged, empowered and motivated workforce. The concept is simple. There would be a leadership board for all the different behaviours and tasks as well as an overall status. Awarding points and badges for employees doing the right thing and above and beyond will motivate employees because they will be able to see how their achievements pan out compared to their colleagues.
Benefits of a HRIS with recognition for NFP
The benefits of strong reward and recognition delivered through HRIS is significant for NFP organisations. Where some employees may be lacking in intrinsic motivation, and extrinsic motivation delivered through monetary means is not an option, a HRIS delivered rewards system is the tool you’ll need to boost productivity and an increased quality of services delivered. Rewarding and recognising employees through a points system will boost their willingness to perform as they can see that their good work is being recognised. By recognising and awarding points for different tasks they complete and behaviours they exhibit will lead to a motivated and happier workforce.
Benefits of a HRIS with recognition for Private sector staff
Private sector employees will benefit tremendously from a reward and recognition system. Many employees in the private sector have no intrinsic motivation what so ever. That’s not to say that no one is intrinsically motivated. I know many individuals who work for a private organisation and are highly intrinsically motivated however there are those who are not and those that could benefit from a little more. A HRIS recognition system is the driver that the private sector needs to raise intrinsic motivation in their organisation. Nothing is more powerful than an employee that wants to do their job simply because they enjoy doing it. By introducing a recognition system where employees receive points for behaviours they demonstrate and tasks they complete will lead to a higher intrinsic motivation to do their job through this extrinsic recognition because they will start feeling like what they are doing has meaning, and meaning in work is really powerful.
Recognition is most useful when it is given in real time. So don’t wait till the annual or even quarterly review to recognise and give praise to employees start doing it in real time. Start your HRIS journey to motivate your workforce today!