Motivating Employees: A Self-Quiz

While pay, praise, and promotions have their place in employee motivation, research by Rewick and Lawler suggests that personal fulfillment factors have a far greater impact. Their Top 5 drivers of motivation include:

• Job challenge
• Accomplishing something worthwhile
• Learning new things
• Developing skills and abilities
• Autonomy

Take this self-quiz by answering “True” or “False” to each statement below and assess how well you’re helping to ignite lasting enthusiasm in your employees:

Self-Assessment Statements

1. I know things about the personal lives of those who work with me, such as how many children they have or their special hobbies or musical taste.
2. I try to ask questions rather than give direct orders.
3. When making a request, I match the benefits of the task to the goals and values of the person I am asking.
4. I give specific and sincere praise for improvements in performance, so as to let people know that I have noticed. I celebrate successes.
5. When I give criticism, I begin with honest appreciation for what is being done well and right. I follow that with an “and” rather than a “but” before delivering criticism.
6. I treat others the way I would like to be treated.
7. I set goals that are reasonable but that require stretching. Whenever possible, I work with individuals to set goals together.
8. I respect the professionalism and expertise of those I supervise. I ask for their input in planning, and I give them autonomy and authority to complete projects.
9. I share my own thinking and values around the goals and projects set.
10. Rather than worry too much about others’ weaknesses, I focus on building their strengths.
11. If those I supervise are not motivated, I look first to myself and what I need to change about myself or my approach.
12. I give constant feedback, both verbal and statistical, so that my direct reports always know how they’re doing.
13. I am motivated, enthusiastic, transparent and energetic. I have good balance in my work/personal life, and I love what I do. In effect, I am modeling the traits I want to see in others.
14. I am always on the lookout for challenging tasks for those I supervise.
15. Everyone I work with understands what the company’s mission and vision mean to them as individuals.

Now What?

If you answered “False” more often than “True,” it may be time to focus more on your motivational leadership practices. Motivating others isn’t just about control—it’s about unleashing potential.

Motivation doesn’t come from you—it comes from within your employees. Your job is to help create the conditions where that inner drive can flourish.