One-on-Ones Solve a Flaw in This Popular Motivation Theory

Domain: Managing Others - Estimated reading time: 2 minutes

Motivation is tricky. Many of us don't take the time to fully explore and understand our own motivations. Because everyone is wired a little differently, this becomes even more complex when we think about the endeavor of trying to motivate others.

Despite this, leaders still spend a good amount of time thinking about how they can and should motivate their team.

One of the more popular theories you'll see in management discussions is Frederick Herzberg's two factor theory. This theory suggests that employee engagement has two dimensions: “hygiene” (satisfaction) and motivation.

Today, we'll provide a little more detail in what it is, some criticisms of the theory and why I recommend a simpler approach that starts with one-on-ones.

Understanding the two factors

According to the theory, hygiene factors determine an employee's level of basic satisfaction. These include salary, level of bureaucracy, job security, work conditions and interpersonal relationships. The idea is that these can lead to dissatisfaction, but not necessarily promote strong motivation. In other words, if done well, employees will remain more or less neutral but if done poorly they will become dissatisfied.

Motivators are considered the difference makers. Motivating factors include sense of personal achievement, recognition, stimulating/meaningful work, responsibility, opportunity for growth/advancement. If done well, they lead to levels of satisfaction not attainable through "hygiene" factors alone. This increase motivation can lead to more productive, creative and committed workers.

Criticisms

There are a number of criticisms on Herzberg's theory, including the methodology with how data was gathered.

With that said, the main criticism, and the focus of our topic today, is that the theory oversimplifies the complexities of humans and what motivates them. There is not much consideration given to things like individual preference, situational context or the nuance of one working environment to the next.

People over models

It is much more effective to understand the individual over a common framework.

Instead of assuming that pulling certain levers will impact everyone the same, take the time to get to know each of the members on your team. Not just their strengths, but their values and aspirations. This type of understanding will help you to connect them to work that feels purposeful.

One-on-ones

To be clear, this is not a one-time interview. Understanding people in this way is an ongoing process.

This is why weekly one-on-ones are the perfect on-ramp for this strategy. It creates an intentional time and space for you and the employee to deepen your relationship.

Thank you for reading. My hope is always that you've found something helpful and easy to implement. If you have feedback, suggestions or questions, please reply to this email.

If you are interested in exploring one-on-one coaching to transform your leadership, email me at [email protected] and we’ll coordinate a free, one-hour discovery session.

This week’s action items:

1. Familiarize yourself with the concept of the two-factor theory, but don't apply it too rigidly.

2. Ask yourself whether you truly understand what motivates each member on your team, individually.

3. If you are not already doing so, schedule weekly one-on-ones to start strengthening this relationship.