Benefit from the What, How and Why of motivation

Motivation. It’s so important in maximising performance and developing people to their full potential that we named our company around this concept.

But, why is it so important?

Well, it is a massive determinant of performance and probably more important than raw ability. Read our earlier blog here.

As it’s so crucial to performance and achievement we think it’s worth thinking about further.

Some questions many of our clients pose for us are:

How can I motivate my people?

How do I maintain employee motivation levels?

Why are some people always more motivated than others?

What is it that motivated people do that separates them from the rest?

Why are some managers better than others at building happy and motivated teams?


Well, the answers to these and many other key questions about performance are contained in knowing how people behave. They lie in the “what, how and why of motivation.” The answers therefore lie in knowing how motivation works.

Here are some insights which we believe are can help us guide you and find the appropriate answers for you and your team. These insights into human nature are central to how we help you develop your team’s potential:

1. There are two instincts people use to make decisions; logic and emotion. Logic helps determine what people do and how they approach any task. But it is emotion which feeds into why people act. It is primarily emotion which motivates people to act!

2. People can react against something. (They are disappointed when they feel their clothes are too tight after Christmas and new year excess or they see their weight when they step onto the scales.) And they can positively reach out towards a goal. (A healthy, fit, confident self able to achieve a new physical feat.)  Understanding the differences in these two motivational forces and harnessing this power is key.

3. People are influenced by their own intrinsic motivations as well as the extrinsic motivations you offer.

4. People at work are affected by the consideration of two sets of forces which affect their motivation. Frederick Herzberg’s set out what the maintenance, or hygiene, factors and true motivational factors are. Money is not key. But it’s important that we understand how we retain satisfied and motivated teams. This also links to Maslow’s Hierarchy of Needs.

By focussing in on how motivation works you will empower your team, maximise your ROI and develop your human resources.

And when people are motivated they go the extra mile. For example:

1. They practice  and home their skill set (demonstrating a highly professional attitude) so the probability of continuous high level performance is massively increased. Motivated people apply themselves and accelerate learning and experience into shorter periods of time so extending their peak performance.

2. They seek feedback and take messages onboard. They raise their performance.

3. They inspire others and set a good example.

Are you motivated and ready to talk with us about developing your team? Here’s how:

-> Email us

-> Call us on 07767 302899 or 01227 763670

-> Follow us on Twitter: @motiv_competent  –!/motiv_competent