How motivation does not work
Companies are constantly trying to motivate their employees: Should they be incentives, more attractive bonuses can provide a motivation boost, are they more work-life balance measures or are they simply sufficient for company parties in the end?
In contrast, what should and does talent-focused motivation do? Quite simply: Motivate employees with what is already there and what is most valuable for employees and companies: talent and skills. By focusing on the talents and skills of employees, you enable them to experience success - the most effective form of motivation that starts a chain reaction and does not need any "motivation".
Why feedback and praise are important
But also the feedback on successes that are the result of strengths and competences and their permanent communication, how valuable they are to the company, the team and the achievement of corporate goals, are a talent-focused motivation.
The majority of employees want to experience performance, success and work in a team, to exchange ideas, to demonstrate strengths and to be perceived as a personality. This increases self-esteem, social prestige, sense of belonging, and proof that others are needed and appreciated.
The 12 advantages of talent-focused motivation
Identify and use the talents of employees leads to top performance and permanently promotes performance awareness. Whoever makes the most of what he can do particularly well, makes this successful. And success is the best motivator at all, because it shows the value of the skill and possible achievements.
However, talent must be recognized and promoted, tasks and challenges must make use of these talents and their value must be recognized and further developed by executives with appreciation and support. Talent-focused motivation has a number of key benefits and extremely positive effects:
- It improves performance and leads to peak performance
- It improves employee loyalty and employee support
- It makes employee support a permanent task
- It focuses on the most valuable people - the talented and competent
- It also provides impulses for personnel development
- She practices appreciation in the most credible way
- It deals with individual motivation profiles
- It leads to more self-responsibility
- It leads to more experimentation and innovation
- It promotes performance-oriented and ambitious employees
- It focuses on the intrinsic motivation
- It focuses on employees with a high level of motivation
Make talented working sets
Talent-focused motivation also has a lot to do with meaningful and challenging work. Frederick Herzberg, a well-known motivational researcher, emphasizes the importance of the quality of work. His concise opinion: “Forget praise, forget about punishment, forget about money.
To really motivate employees, they have to make their work more interesting. ” And what is the best way to achieve this? It is always interesting to work, using talents and special skills. It is essential that it is often the doing that ignites the fire of passion among employees, the best performance engine ever.
Strengthen employee loyalty
Motivating talent-oriented has another advantage that is becoming increasingly important: it strengthens employee loyalty and employee development by showing perspectives and opportunities for further development and demonstrating mindful leadership. This reminds the employee again and again: “In this company, people appreciate, see, use and promote my talents and skills, which enables me to make valuable contributions to mutual success for the company and myself.
Reinhard K. Sprenger sums up the importance of recognizing and promoting talent in a nutshell: “Two demands are helpful for professional happiness in life. The first is called: Live your talent. And the second is: Go where your talent is wanted ”. We complement and specify: And the talent is recognized, used, further developed and appreciated and recognized.
With talents, employees prove their skills
Gertrud Höhler also brings it up in her book “Die Sense-Macher ”in a nutshell:“ Companies have to create an environment in which they realize that I'm not just for the company. Here I am also for myself ”.
And most of all, a co-worker is when, with his very own talents and individual skills, he can demonstrate his skills with excellence, to himself, the team, the supervisor and the company.
Likewise Best of HR – Berufebilder.de®-author Anne M. Schüller In her excellent and worth reading book “The Touchpoint Company” aptly says: “Anyone who demands commitment must offer meaning. Because people work to make a difference. The meaning and the happiness experience associated with it arise when qualified employees can carry out as specific tasks as possible in which they experience themselves as essential ”.
Talent-centric motivation requires a number of important points on the part of company culture and management, such as strong communication and leadership competencies, opportunities for success and top performance, regular, respectful feedback on performance and talent use and employee support as a permanent task.
Who has which talents and uses them where
If you want to lead and motivate employees in a talent-oriented way, I always have to ask important questions such as: (names fictitious):
- Is the potential and talent of Laura R. really used in onlinemarketing and with new media?
- What do we do for their further development and promotion?
- Can Mr. Rütimann really use his pronounced negotiating table quite often?
- Is it also a challenge for him?
- Are tasks and activities for Sandro M. with his organization talents ambitious enough?
- Are we using the communication talents and the outstanding conceptual skills of Maria Muster enough?
If you have the answers and act accordingly, concrete and talent-oriented motivation is possible, for example in recognizing and appreciating good performances such as: “Mr. Muster, with your excellent design ideas for my PowerPoint presentation, you have once again demonstrated your special graphic and visual talent. You have made a big contribution to the success of my presentation - thank you very much ”! What can be more motivating than such feedback?
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German edition: ISBN 9783965961968
English version: ISBN 9783965961975 (Translation notice)
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