I always find it interesting that, despite so much of the literature to the contrary, many employers still believe salary is the foremost thing that motivates employees. From my twenty years in the business world, much of that as a hiring manager, I can tell you it isn’t so. Understanding what does make your employees tick will give you a decided edge in finding, hiring, motivating and retaining good people. Given that human assets are your most valuable business asset, getting this right really pays off. As a true bonus, many motivational tools cost little or nothing to implement. They are a boss’s most cost efficient weapon!

Let’s review what the key motivators are for most employees: First is usually some form of appreciation for a job well done. This can range from verbal praise to awards and everything in between. I have used “A+” merit awards and gift certificates with great results.

Second, employees seek decision making authority and autonomy. Being micromanaged is very de-motivating to most. Top managers empower good people then get the heck out of their way while they set the world on fire!

Third, is career development opportunities and continuing education. Here both the employee and employer gain and I usually make this a part of each employee’s annual objectives.

Fourth, flexibility in the work place for such things as hours and style of dress is also a stated factor in job satisfaction. Respecting family commitments and your subordinates’ private lives sends a valuable message of support.

Finally, keeping folks in the communications loop of the company’s business is truly valued. I hold “shop talks” to give all employees the financials, customer news, employee recognition etc. One time I even offered a five dollar bill for anyone who could tell me what the company’s stock closed at the pervious day. It went back into my wallet that time but not the next!

Ask for input and advice on matters that will impact them such as an office remodel, giving them some measure of control over their environment. Even if you do not implement their suggestions, the mere act of soliciting the input means a lot to them. Being kept in the loop allows employees to share the responsibilities, challenges and success stories making this is a real team building tool.

Finally near the bottom of almost every survey of employee needs you will find salary, a fair pay for a fair days work. Yes, money is clearly important and does impact morale but generally is not first and foremost in the “big picture.”

From the many exit interviews I have done and from other employee feedback, I can verify the above issues count heavily in day to day work life. Many of my best employees have given the company back twofold for being well taken care of. This is the secret of producing more results with fewer people. Does your management team capitalize on these motivators to maximize employee productivity, satisfaction and retention?

(Editor’s Note: Norm Ferguson, MA is a principal in the firm Ferguson & Associates on Bainbridge Island. He may be reached at (206) 250-6182.).