We've already explored different types of motivation in a previous post. In this post, we'll look at how we can motivate others. The first question is: Can we even motivate other people? The quick answer might be, "Of course!" But let's take a closer look.

When we want others to perform a specific action, it's always about extrinsic motivation. Whether we threaten with punishment (negative motivation) or entice with rewards (non-negative motivation) doesn't matter.

Negative Motivation

Negative motivation involves imposing our will on someone by showing consequences or threatening punishment. This type of motivation often has the opposite effect. Instead of motivating, it provokes resistance and defiance.

Even if the "demotivated" person initially does what is asked, they will soon find a way to leave the situation or make it bearable.

Negative motivation leads to bad moods, a poor (work) atmosphere, resignation, and dissatisfaction. It often lowers the other person's self-esteem. The relationship suffers greatly as a result.

Non-Negative Motivation

This type of motivation offers a reward. For example, an employee might get a raise after successfully completing a task. In the short term, this motivates the employee. However, if only external incentives are used, you need to keep increasing the "dose" to maintain motivation, much like with drug addicts.

Positive Motivation

So how can we motivate others and keep them motivated? By fostering intrinsic motivation. How do we do that? How do we get people to commit to something long-term?

1. Enthusiasm

Enthusiasm is contagious. We need to believe in what we want to achieve with the help of others. Only then can our enthusiasm spread to them.

2. Clear Communication

The motivated person needs to know the specifics: the goal, milestones, and rules to follow.

3. Define Milestones

Big goals and changes can be discouraging because they seem "far away" and unclear. Small interim goals are more tangible and achievable.

4. Freedom and Input

No one likes being bossed around. People need freedom and the feeling of making an impact and being part of something big. Decision-making freedom within a set framework encourages independent thinking and the use of personal knowledge.

5. Error Culture

Everyone makes mistakes. But we learn through mistakes. It's important to establish a culture where making mistakes and learning from them is allowed.

6. Good (Work) Atmosphere

People are more motivated when they feel comfortable. Trust and respect are essential for lasting motivation.

This also applies to humor and laughter at work. The impact of shared laughter on motivation shouldn't be underestimated.

7. Praise, Recognition, and Appreciation

All three are crucial for building intrinsic motivation. But what's the difference between them?

Praise

Praise is a (timely) positive reaction to a specific action or behavior. It's a form of spontaneous appreciation for a concrete achievement. For example, we praise a child taking their first step: "Great! You did it! Keep going!"

In this context: Self-praise isn't bad! If you do something well, praise yourself! It boosts self-esteem and keeps you motivated.

Recognition

Recognition isn't about acknowledging a specific behavior or achievement. It's not a spontaneous pat on the back.

Instead, someone receives recognition for consistently delivering good performance or behavior.

Appreciation

When we show appreciation, we don't evaluate performance. We respect the person with all their strengths and weaknesses.

8. Incentives

As mentioned, motivation is also boosted by offering incentives. These should be individual, if at all. Ensure that incentives aren't the primary motivation factor. Otherwise, extrinsic motivation might replace intrinsic motivation.

Conclusion

Extrinsic motivation might work short-term. To keep people motivated long-term, they need to be intrinsically motivated. This is achieved through a combination of the described factors. Trust is the foundation for all other factors.