Motivation Beyond Money

“A nickel ain’t worth a dime anymore.” —Yogi Berra
The motivating difference between someone performing well and someone performing
poorly isn’t how much they’re paid, but how they’re treated. I often ask audiences what
motivates them. Invariably, some say money.
In my seminars, I show how it’s possible to give someone a $5,000 raise and depress
rather than motivate them. I have audiences imagine that “Diane” works for me and I call
her into my office saying, “Diane, you did a great job this year, and to show my
appreciation, here’s a $5,000 raise.’”
I then point to an audience member and ask, “How would that make you feel?”
Almost always, the person answers that the raise would make them feel great.
I then explain how Diane walks down the hall to Bob’s office to share her good
news.
“Just five thousand,” asks Bob. “The rest of us got ten.”
Guess who’s become disappointed, depressed and is thinking about quitting her job?
Money is like air-conditioning. If you’re working in a building without it, you’d be
correct in thinking air-conditioning would improve morale. But for how long? Most
people currently work in temperature-controlled offices. When’s the last time you heard
someone say how grateful he or she was for the AC? It’s simply taken for granted, but
take it away, and you’d be looking at the want ads.
So it is with money. It’s often a stimulator, but only over the short-term. Even if
you get a raise, you quickly become accustomed to your increased salary and lifestyle
changes. Soon, you no longer realize or appreciate the pay increase. Any motivation you
felt on receiving the raise is long forgotten.
While money plays a role in motivation, it’s not always for the obvious reasons.
Money is often the way we keep score—by measuring and comparing individuals’
contributions. As a result, we see it as a way to be recognized and rewarded for our value
and contributions. This recognition is usually more important than the tangible value of
the money.
Consider this scenario I experienced as a member of the salary-review committee
at my church. Because of declining donations, at the end of the year, we opted to give no
raises, except to two individuals whose salaries were ridiculously low. A committee
member who had recommended merit raises the previous year missed the meeting when
this decision was made. During the next open meeting, after our decisions had been
announced, he erroneously commented that he was glad we had chosen merit raises this
year. The church secretary, on hearing his comment, assumed this was true and quit the
next day. It was not about money for her; she thought her contributions were not
adequately valued or appreciated.
Because money may be considered a barometer of value and appreciation, it can be
confused with motivation. However, it rarely motivates for any length of time and can,
under certain circumstances, have a devastating effect if used improperly.
When hoping to motivate your employees, focus on the way you treat them; this has
a far more lasting effect.
“Motivation Beyond Money” adapted by Ken Futch from the book Take Your Best Shot: Turning
Situations Into Opportunities, by Ken Futch, Copyright© 2005, all rights reserved