Today we have a long list of rewards that employers can provide to their employees. Things like base pay, bonuses, sales commissions, allowances, stipends, long-term incentives, paid time off, health insurance, retirement benefits, life insurance, flexible work schedules, wellness programs, dental and vision insurance, education assistance, medical leave, etc.

The next iteration of employee rewards will be intrinsic motivators. Autonomy, mastery, and purpose will become more critical to the employer value proposition or EVP.

Some employers are already focusing on this under the heading of workplace culture and leadership development.

· Autonomy is controlling what we do and how we do it.

· Mastery is improving our skills and ourselves.

· Purpose is working towards something worthwhile.

The leaders who consistently ensure that their employees experience these intrinsic motivators will be the ones who lead high performing teams and be able to attract and retain talent.

We develop workplace cultures in group and one on one interactions. In these moments we are rewarding behaviors. Are you tolerating bad behavior? Are you recognizing good behavior and rewarding it?

It takes self-awareness and other awareness to be a great leader. Good leaders motivate with extrinsic motivators like the rewards listed in the first paragraph. The amazing leaders use intrinsic motivators like autonomy, mastery, and purpose.

If you are in HR or compensation, I encourage you to help your employees develop into leaders who can use extrinsic and intrinsic motivators consistently to change the way we connect and develop relationships.

Rewards + Recognition + Relationships = Results

#autonomy #mastery #purpose #motivation #hr #compensation #rewards #benefits #compensation #leadership #culture #recognition #relationships #results #performance

Source: Daniel Pink, Drive; Ryan & Deci