Motivating project team members has two aspects: the first is understanding what motivates project team members to perform, and the second is working with project team members in such a way that they remain committed to the project and its outcomes.
Motivation to perform can be intrinsic or extrinsic. Intrinsic motivation comes from inside the individual or is associated with the work. It is associated with finding pleasure in the work itself rather than focusing on rewards. Extrinsic motivation is performing work because of an external reward such as a bonus. Much of the work done on projects is aligned with intrinsic motivation.
Examples of intrinsic motivation factors include:
- Achievement,
- Challenge,
- Belief in the work,
- Making a difference,
- Self-direction and autonomy,
- Responsibility,
- Personal growth,
- Relatedness, and
- Being part of a project team.
People are not motivated by just one thing; however, most people have a dominant motivator. To effectively motivate project team members, it is helpful to know each member’s dominant motivator. For example, a project team member who is motivated by challenge will respond well to stretch goals and problems to solve. A project team member who is motivated by relatedness will respond to being part of a dynamic working group. Project team members who thrive on autonomy will perform better if they can establish their own ways of working and even their own work hours and cadence. Therefore, tailoring motivation methods based on individual preferences helps to elicit the best individual and project team performance.
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