What Really Motivates Employees?

I just finished reading an amazing new book, Drive by Daniel Pink.  The book captured my imagination as it discussed a new paradigm of motivation.  What really makes us do what we do, and why is it so important to be clear about this?  I have thought about these things for years, and never really bought the idea that people would make huge sacrifices for superficial incentives.  You know what I’m talking about – giving out plastic water bottles or gym bags to get employees to fill out the HRA.  Or what about the Starbucks gift card for completing a pedometer program.  That doesn’t even make sense!

People must engage with the process and believe that they can have an impact.  Companies need to sell the idea that it is possible to direct your own health through lifestyle choices, and that the quality of life really can improve.  Programming needs to start small and build on early success.  When it comes to participating in a worksite wellness program, I think that employees need to see how their participation can help to create momentum and provide a type of leadership that will get others on board with the program.  By participating in worksite wellness programs, employees have the opportunity to change their workplace and have a positive impact on healthcare in our country.  According to Pink, these ideas are what motivate individuals in our society today.

I listened to a friend who works at a major company here in Houston tell me that the $65 his company paid him to take his HRA was just not worth it.  When I asked him if he would be willing to have the company donate that same amount of money to a charity that helps fight childhood obesity in his name, he was intrigued.  And when I asked if he would like his insurance premiums to be $65 less per year, he said “definitely, absolutely yes!”

Coming up with the perfect incentive program is difficult.  I believe that the incentive should be directly tied to the program that it is trying to promote.  The most obvious choice is to tie the incentive to the cost of health care premiums.  For most people, this is a really important issue, and it is easy to see how improved health can help to lower insurance cost.  While up-front monetary incentive may get participation to increase in the short term, more substantial motivators will need to be in place to keep programs going long term.

Tags: Corporate Wellness

This entry was posted on Wednesday, April 14th, 2010 at 9:45 am Both comments and pings are currently closed.