Workplace Recognition and Incentive Programs

Cash is Desirable, But Lacks Motivation

Posted on August 9, 2011 by Motivo Staff in Uncategorized

A recent survey conducted by Maritz Research reveals that while cash may be the most desired reward, it’s not necessarily the best motivator. Employees who received a non-cash, tangible or experiential reward received more encouragement from their colleagues, family members and friends than those who received cash. Survey participants also supported another long-standing claim: that non-cash rewards are more memorable than cash rewards. These findings are consistent with the “four-drive” model of human behavior, which describes what motivates people to take action. The drives to acquire, bond, create and defend are pivotal in determining human behavior.

Acquire: Stuff, Turf or Praise and even Power. Many people are motivated by this drive above others. This is important to recognition programs because it is the foundation of all incentives, recognition and rewards.

Bond: Making connections within the organization, especially with managers who “know and understand” them as people is important to be able to drive recognition. Peer to Peer recognition also helps strengthens bonds and culture. When managers understand who their employees are they can begin to build trust which supports your culture.

Comprehend: To create or learn and innovate in the pursuit of a greater good. People look for challenges. Recognition should include opportunities for people to recognized for their innovative and forward thinking ideas that support the organizational culture.

Defend: Supports other drives in that it is a drive to defend your turf, status or ideas and knowledge. Recognition and rewards must be perceived as being fair to all involved, not just the top performers. Everyone must have a chance to succeed.