Watching the video off the website helped as  reminder of how to motivate employees stakeholders and colleagues. It brings back knowledge from pervious courses and worked as an update.


It is for me about getting employees to think they have come up with the ideas themselves so they are bête engaged and motivated to undertake the task.


If they are motivated, they will be more satisfied when the task is completed and by thanking the individual for what they have done and how they have gone about doing it will mean a lot and go toward the next project.


You also have to think about the words you use and the language  and how this effects others.

Approaching 12 months into the new role, we have made significant improvements into the motivating factors. There is still a long way to go in terms of the periodic awards, social rewards, motivational bonus schemes etc that this video has highlighted. There also needs to be a review and focus on the demotivating factors as much as the motivating factors.

great refresher. 

A very useful overview of motivational hygiene theory highlighting the importance of motivator factors and hygiene factors. Discusses the relevance of each and how they impact on the psychology of the employee.

Understanding these factors will enable me to put in place some additional employee benefits that should increase motivation. In addition it gives a guide for which factors to review and potentially change in order to ensure the hygiene factors are not demotivating the team.

Understanding these factors gives a good basis for taking action that will increase motivation within the wider team and subsequent performance of the team.

Today I realized how valuable recognition can be, especially pubic recognition and to never criticize in pubic.  All lead to increased motivation within the team.

Two independent motivation tools:

• Motivation factor
• Hygiene factor

1. Motivation factors are those factors which if present can cause satisfaction, but if absent it does not necessarily cause dissatisfaction. These would be factors which are unique to a manager/organisation. These can be highly volatile as it is important to manage them properly and effectively. This can be used to create one's own signature. This can be directly influenced by lower/middle management and does not necessarily mean an amendment of company policies. Implement certain reward/recognition schemes and put it in place to motivate those who reports to me. Also look at means of identifying strengths and then using these strengths of the employees as a means of motivation and inspiring them.
2. Hygiene factors are more complex. These are items which are linked to company policies and the absence thereof may lead to dissatisfaction. This could include the basic administrative decisions/policies such as employee benefits provided by the employer. Having to rectify/utilise these as a motivating, inspiring and employee retention source will mean reviewing the company policies and procedures currently in place.

Re-look hygiene factors again in February 2017, after second review. Currently in the process of attending to amending  a more lower level factor, but which should have a similar psychological effect on employees.