Training the Workforce, Part 3: What Motivates Your Employees To Perform?

Brian Eddy, Training the Workforce No Comments

Brian Eddy | February 4, 2013

This is part 3 of an on-going series of blogs on using games for training the workforce.

In my previous blog, I talk about my experiences with two organizations and the effectiveness of training types and feedback procedures presented to the trainee. This blog however, will diverge from the main topic of transfer of training to a minor tangent on the trainee/employee mindset when approaching the job tasks following training. Transfer of training is not only a contributor to a knowledgeable employee but it is highly important in instilling motivation.

To start out, a simple definition of the term motivation is the aspiration to do something or to get something done. The motivation to do such a “thing” is, usually, accompanied by a goal or a significant outcome. To break it down, people are motivated by intrinsic and extrinsic factors. Intrinsic factors are those in which motivate the person to perform to satisfy internal goals and aspirations, such as: the need for achievement, autonomy, and referring to Glenn Llopis in his text “The Top 9 Things That Ultimately Motivate Employees to Achieve,” he mentions career advancement, making an impact on the organization and the need to prove others wrong concerning their abilities [1]. Agreeing with Gail Cengia in her article “Need for Achievement and Motivation,” an employee that has a high need for achievement will always want to be challenged with new tasks [2]. Taking note of employees that ask for more work, they may not be satisfied by their workload and could ultimately lead to feelings of ineptness. Extrinsic factors are motivators, unrelated to the task, in which people perform to attain such as awards, rewards, or compensation. Some examples of extrinsic factors are extended vacation, pay raise, bonuses, public attention, etc.

Is motivation transferred by giving them a cupcake (extrinsic) after every sale or is it by increasing the awareness of the employees’ ability to reach harder goals, which boosts ones need for achievement (intrinsic)? There are a number of ways to increase an employees’ motivation but to fine tune to each individual is not a mundane task. According to Llopis, being a good leader starts with understanding your employees; get to know them and you will pick up on what motivates them as an individual[1]. After all, a healthy company is one with great camaraderie.

So can money buy happiness? Or does a healthy career emit happiness? I’d enjoy receiving insightful information from people in all fields of work as to what drives them to perform.


1. Llopis, G. (2012, June). The Top 9 Things That Ultimately Motivate Employees to Achieve. Forbes.

2. Cengia, G. (2012, April). Need for Achievement and Motivation. TNS Blog Employee Insights.

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