Employee satisfaction and motivation: something to get one thinking

How can the motivation, commitment and satisfaction of employees be maintained? And how can we prevent flexible working models and other advantages of New Work from soon becoming the norm and no longer motivating? 

Discover now how Herzberg's classic two-factor theory can prevent "motivators" from becoming "hygiene factors" and ensure job satisfaction and productivity in the long term. 

List of content:

1. The two-factor theory by Herzberg
2. Why it is important for companies to question their own factors
3. The key to eternal satisfaction?

1. The two-factor theory by Herzberg

Herzberg's two-factor theory is one of the best-known theories in the study of work motivation. The basic assumption is that satisfaction and dissatisfaction are two independent states caused by different factors. The so-called motivators or satisfiers cause satisfaction, while the absence of so-called dissatisfiers or hygiene factors cause dissatisfaction. In other words, if hygiene factors are present, the employee is neutral, i.e. neither dissatisfied nor satisfied. If motivators are also present, satisfaction can be achieved. And satisfaction in return provides more motivation.

• Examples of hygiene factors: Working conditions, job security, job content, job design, (salary and social contact with colleagues).

• Examples of motivators: Opportunities for promotion and further training, new areas of responsibility, self-determined work and self-realisation.

According to Herzberg, taking both factors into account is necessary to create a positive work environment that increases job satisfaction and motivation of employees.

2. Why it is important for companies to question their own factors

Due to various factors such as digitalisation, globalisation, the covid pandemic and increasing automation, the labour market and work requirements have changed dramatically. Meanwhile, the new normal is characterised by virtual leadership and hybrid work models. But these initially appealing changes of New Work can quickly become the norm and thus lose their motivational power for employees. 
In order to motivate and satisfy employees in the long term, companies should therefore ask themselves what motivators and hygiene factors they have. 
As motivators can become a matter of course over time, they should be used wisely but at the same time not be too scarce as they generate satisfaction.

Here are 5 tips to prevent your motivators from becoming less effective:

1. Regularly assess and update workplace design:
   Regularly review and revise job design to ensure that it remains attractive and meaningful to employees. This may include offering challenging tasks, development opportunities and clear career paths.
   
   
2. Promote a culture of recognition and appreciation:
   Introduce practices that recognise and reward employees' achievements. This may include formal recognition programmes, regular feedback sessions or promotion opportunities.
   
   
3. Encourage employee involvement and participation:
   Involve employees in decision-making processes and encourage them to patrticipate and take responsibility. This not only increases motivation and job satisfaction, but also creates a work culture where open communication, collaboration and teamwork are valued.
   
   
4. Provide opportunities for skills and competence development:
   Through regular, goal-oriented staff development, employees can develop new skills, advance their careers and ensure your competitiveness.
   
   
   
5. Regularly review payment and benefits:
   Ensure that salary and benefit packages remain competitive and fair within the industry. Also, review compensation structures and adjust as necessary to eliminate any discrepancies or dissatisfaction.
   
   

3. The key to eternal satisfaction?

Realistically, the change from motivators to hygiene factors does not take place within a few years and the allocation of many factors is not clear. In addition, every employee is different and has different preferences and priorities. Here, too, as always, constant change, individual promotion and contemporary personnel management are required. 
Nevertheless, Herzberg's theory is a good basis for questioning the criteria in one's own company and for advancing the idea of what one's own employees actually need in order to be satisfied and motivated.  

Would you like to accommodate your employees and create more flexibility in the workplace? Then get in touch with one of our experts and find out more about our hybrid work offers!