So long as a project leader does not intend to single-handedly complete a project themselves, they will need to learn how to deal with other people and to manage them, and this requires a solid understanding of communication, understanding your team, and influencing others. A manager must be able to inspire others to give their best efforts, rather than simply doing the bare minimum, and this requires understanding what motivates them. Motivated employees are more adaptable, have a more positive attitude towards work, and perform better.
Motivation comes in one of two different forms. Extrinsic motivation refers to motivation that arises from outside the self. These are aspects such as pay raises, opportunities for promotion, benefits, and the risk of losing one’s position if they fail to perform. Intrinsic motivation arises from within the individual, and comes from a team member that wants to achieve good results for reasons such as pride in their work, a sense of accomplishment, the desire to be seen as useful, or simply finding fulfillment in their work. A manager must learn how to inspire both in their team members, particularly in a very team-driven environment such as agile.
If a manager wishes to inspire motivation in team members, a good grasp of motivation theory is needed. Motivation theory is the study of what motivates humans and attempts to create a framework for understanding them. Note that each team member has a different psychological profile and will likely have different motivations. A manager that pays attention to each individual’s needs is more likely to understand what motivates them and be able to coax it out. There are a number of different schools of thought related to motivation theory:
Maslow’s Hierarchy of Needs: Maslow’s hierarchy of needs is possibly the most well known motivational theory. Created in 1943, it posits that there are five tiers of needs that humans are motivated by, and though it doesn’t necessarily follow a strict order, people have a tendency to want the below tiers met first before moving onto those above:
(Source: Atlassian)
As a manager, it’s important to keep in mind the needs of your team members and ensure they are met. A team member that feels unsafe, is struggling to meet their basic physical needs or lacks a sense of job security is unlikely to be able to give 100% at work, and as a result will likely see their performance slip. Only then can a project manager find other ways of motivating them, such as giving them opportunities for recognition, promotion, or a sense of belonging.
Hertzberg’s motivation hygiene theory: Originally developed in 1959, after conducting numerous employee interviews, behavioral scientist Frederick Herzberg came to the conclusion that there were two different factors that affect employee satisfaction in the workplace, hygiene and motivators. Hygiene encompasses basic factors such as employee satisfaction and safety, and acts as a demotivator in its absence. However, it does not work in a positive fashion to motivate employees to perform. This is the result of motivators, which include perks, high salaries, and opportunities for advancement. Much as with Maslow’s hierarchy of needs, the conclusion is the same: If you don’t take care of your employee’s essential needs, motivational factors such as opportunities for advancement will not have much of an effect.
Vroom’s expectancy theory: Vroom’s expectancy theory states that people make decisions based on two psychological processes. Instrumentality is the idea that rewards will correlate to performance, and expectancy is the belief that rewards correlate to the amount of effort they put in. A manager will need to ensure that these expectations are met and to ensure that they have clear expectations for the amount of reward they will expect to receive based on what they put in. A team member that feels that they will receive the same reward regardless of their performance will find themselves lacking motivation. Team members should thus have a clear understanding of the consequences for what happens when expectations are not met, and when they are.
Self-determination theory: Self-determination theory rests on the idea that people must find motivation within themselves rather than relying on external factors. In order to find self determination, employees must feel that they have autonomy over their actions, the feeling that they are competent at their job, and the feeling of being connected to others. If a manager can provide their team members with all of these, they can find motivation within themselves.
McCllelland’s theory of needs: McClelland’s theory of needs states that employees are motivated by three distinct needs: The need for achievements, the need for affiliation, and the need for power. A manager that pays attention to which of these needs a team member most values can motivate them accordingly.
A related theory regarding management is theory X versus theory Y. Theory X managers believe that people are inherently lazy and need to be constantly motivated by an external force. This management style puts a heavy emphasis on extrinsic motivation. Theory Y, by contrast, assumes that team members naturally are creative, self reliant, and want what is best for the team. This theory puts more emphasis on encouraging intrinsic motivation. McGregor, who originated the terms, believed that the theory Y mindset was far more effective, although a manager can incorporate a mix of the two style depending on the mindset of each team member.
Now that a manager understands what motivates people, it is then possible to put these ideas into practice. Creating opportunities for team members to socialize with each other can create an environment where team members have their needs for affiliation and socialization met. Managers can also encourage team members by making them feel as if their work matters and that their skills are recognized and respected. The opportunity for advancement if they perform competently at their jobs should also be presented accordingly. Managers should create a safe environment for their team members where they feel comfortable working and not stressing out over taking care of their basic needs.
Sources:
Boogaard, K. (2022, October 18). 5 motivation theories for managers. Work Life by Atlassian. https://www.atlassian.com/blog/leadership/motivation-theory
Simplilearn. (2023b, September 28). Theories of motivation: A comprehensive guide. Simplilearn.com. https://www.simplilearn.com/theories-of-motivation-article
Home. MindTools. (n.d.). https://www.mindtools.com/ak2l8nc/how-to-motivate-your-team
Rajput, D., Jain, S., & Ouma, C. (2024, January 4). How do you apply motivation theories to people management?. How to Use Motivation Theories in People Management. https://www.linkedin.com/advice/1/how-do-you-apply-motivation-theories-people-management
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