Learn to motivate your staff, you're just painting a big picture there!"

It is believed that the overall state of the team is of utmost concern to HR and managers.

In To prove the dedication of employees, to make them more active and positive in their work, to have more enthusiasm and energy, and to improve the overall effectiveness of the enterprise, enterprises usually do one of the most central things, namely "staff motivation".

For more than 30 years, many companies have used a lot of material-related extrinsic incentives as the world's factorfactoriesh have greatly motivated their employees. However, for encouraging innovation and motivating creative talents in the mobile Internet era, the effect of a single tool like money will be more and more limited.

Research has proven that "extrinsic motivation" such as material incentives, such as giving an employee a pay rise, only lasts for a short period of 3 months. Very often, the so-called incentives are just "pie in the sky" for employees.

On the contrary, a good 'internal motivation' can have a far greater impact on a person than an 'external motivation'. Only such motivation is worthy of being called employee motivation.

What is 'intrinsic motivation'?

Intrinsic motivation is one or more means of making a person identify with and love the organization (or the job) from the heart, truly mobilizing the inner factors of hunger and thirst, satisfaction, pleasure, and achievement.

It is how people can find the feeling to go deeper and get things done consistently.

Management guru Peter Drucker mentioned that when it comes to managing knowledge-intensive people, business management should learn from non-profit organizations, such as religious groups and charitable organizations because they enable their members to be self-motivated, to contribute money, and to give selflessly to the mission of the organization.

For example, one of the world's largest volunteer organizations, the Home for the Dying, founded by Mother Teresa, a world-renowned Catholic charity worker who received the Nobel Peace Prize in 1979, attracts many volunteers from around the world to Calcutta every year to offer their services free of charge, without any material reward, and many volunteers can serve there for years or even a lifetime.

The influence of the organization itself, the values it represents, and the spirit in which it operates, inspire them to be self-driven in this work.

When applied to companies, it is also necessary to establish a legitimate and attractive mission, vision, and values, and to develop the meaning of the work itself to gain the recognition of employees and achieve intrinsic motivation of talent.

How can work itself be motivating?

The American entrepreneur Despres said: "People need work because they want the freedom to do it. For those who love their work, work itself is the best incentive".

Wikipedia, which is made up of tens of thousands of unpaid contributors to the workforce, collaborates and edits for fun, and is completely free, beat the encyclopedia that Microsoft had invested so much money and manpower in developing.

And then there is LINUX, software that is commonly used by the IT departments of large companies and designed by a group of unpaid programmers.

There are many real-life examples of how work itself can motivate a person to be creative and achieve goals even without external material rewards, and how too much emphasis on external motivation can weaken the motivational effect of work when it is more enjoyable.

1. At the corporate level, build a 'city on top of the mountain' through mission, vision, and values.

Ren Zhengfei, CEO of Huawei, said: "We must believe that people have higher goals and pursuits than money, and that vision, values, and a sense of achievement can better motivate people".

A company's mission defines the value of its existence and clarifies what it does and does not do.

You will find that companies that have a clear and unchanging mission are more successful.

Zuckerberg says: "Having a mission makes people more focused".

Disney's mission is to "make people happy".

Anyone who has been to Disney will be impressed by all the facilities, scenes, and even a sweeper in this environment, not only by their dedicated service but also by their heartfelt happiness.

The vision defines what the company will strive for in the long run.

In the information age, when employees are faced with increasingly complex tasks and ever-changing technological innovations, it is easy to get into a state of overwhelm and high tension. If management still adopts a controlling or commanding approach, it will instead cause employees to instinctively resist, making it easy for them to slack off or work perfunctorily.

A more effective approach is a "vision-driven state of intelligence".

A good vision inspires a sense of excitement and a willingness to invest more time in doing one's job.

The reason why Bu Xiaogu in King Behind the Scenes was able to get her classmates to take her as their centerpiece and willingly follow her from the well-known Starsky Production Company to the small business Yunhai TV was because of the vision they had set together.

A platform that would give them the freedom to excel professionally, set up their own media department, and produce their original programs.

The values set out the code of conduct that is respected in the company.

Many companies do not lack a mission, vision, and values, but rather fail to put them into practice and do not inspire the talent they are supposed to drive.

And once set in stone, stick to the end, rather than changing overnight, but not profit-oriented, not left and right, so that the enterprise forms the basic drive to move forward, the long-term development of the basic conditions, the basic character of the establishment in the world.

2. Staff level, so that employees have more fun at work and stimulate their creativity.

First, let employees understand the meaning of work.

Research has proven that the meaning of work is a key driver of work motivation.

A platform doing call centers is needed to recruit a large number of customer service staff, a position with a single job description, average pay and benefits, and high staff turnover.

Instead of recruiting experienced customer service staff, as had been the case for most of them, the position was opened up specifically for interns and was defined as "the first job of your life that you should try".

"A job that allows interns with no social or work experience to learn how to communicate with people in the shortest possible time. Say goodbye to the confusing logic of expression, don't be afraid to communicate with people, enhance your communication skills and at the same time improve your resilience and flexibility by being exposed to a variety of different clients."

After six months of data analysis, it has been proven that recruiting interns and giving the job a different meaning has effectively reduced the overall staff turnover rate by 50%.

Secondly, making work 'transparent', sharing information, and taking ownership of decisions.

Intrinsic motivation requires leaders to be brave enough to decentralize power, reduce barriers, increase the transparency of information and allow the people who know best to make decisions based on facts and figures, rather than always listening to the boss.

The book Empowerment mentions that "an organization that has transparency within itself and has effective communication mechanisms to share information can have an unexpectedly outstanding effect on employee management and empowerment".

For example, in the implementation of a new system or initiative, when it is entirely the boss and human to lead the completion, and human organizations, the system or initiative stakeholders participate together and share information while developing together, the last way both from the implementation of the effect, or the overall motivation will be better.

Once again, improve employee focus and freedom at work, and let employees be the dictators of their work.

Daniel Pink, the author of A Whole New Mind, says: "For people to be accountable, they must ensure that they have control over what they do, when they do it, how they do it, and how they work as a team, and this is the way to get there".

This is why it becomes particularly important for companies to create an environment where employees are comfortable, stay in a happy mood, and enjoy themselves.

This is why when I interviewed, I met many job seekers who, when recounting their reasons for leaving, mostly mentioned that it was because of the bad corporate atmosphere.

Moreover, human brain cells are optimized to focus on one thing at a time, and if they are handling multiple tasks at the same time, they will immediately face a big drop in correctness and performance.

This makes it necessary for companies to design their jobs and for managers to organize the work of their teams in a relatively rational and organized way while reducing the number of frequent unexpected tasks and unreasonable time efficiency requirements.

As well as through constant recognition, sincere praise, timely provision, and giving one-to-one coaching, conveying to managers your sincerity and passion for work, will be able to motivate employees intrinsic way.

When both the corporate and personal levels can work together organically, it is only when employees feel that this is exactly the job they want to do, not the job their boss wants them to do.

It is only through intrinsic motivation that employees can truly recognize the significance of the work itself to them, thus stimulating their innermost passion and motivation, and achieving long-term motivational results.