If you want to create an environment that satisfies your workforce and encourages them to be productive and motivated, it’s time to start applying the Herzberg theory of motivation to your business model.
In this blog, we’ll go over how improve employee motivation and job satisfaction using Herzberg’s motivation theory, regarding the following topics:
Developed by psychologist Frederick Herzberg in the 1960s, Herzberg’s motivation theory, also known as the two-factor theory, is a psychological theory that explains how to increase satisfaction and productivity in the workplace. The theory is broken down into two factors: motivators and satisfiers.
Motivation factors give employees a sense of satisfaction, while satisfiers (hygiene factors) determine their sense of stability and job security. To have harmony and balance in the workplace, employers must ensure that both factors are supported in their organization by implementing ways to increase motivation while also improving workplace satisfaction.
How is your company doing with satisfiers and motivators? Let’s review Herzberg’s motivation and hygiene factors to find out.
Herzberg’s theory states that work environments need high hygiene to keep employees satisfied. Also known as hygiene factors, below are Herzberg’s primary satisfiers that improve employee satisfaction in the workplace:
- Pay: Being underpaid is a major factor that leads to dissatisfaction, so it’s important to ensure your workforce is compensated fairly to keep them satisfied.
- Benefits: Undesirable benefits also fall into the satisfier category. Conduct some competitive research to make sure you’re offering employees good value based on your industry.
- Job security: When your employees have a sense of security and stability in their roles, they’re more likely to be satisfied. To improve this workplace satisfier, develop strategies to let your employees know they’re secure in their jobs.
- Work conditions: Workplace safety is an essential maintenance factor that shouldn’t be taken lightly, so make sure to enforce proper safety measures based on your company’s environment and industry. You should also ensure that your employees have a pleasant work environment that’s temperature controlled and clean.
Does your workplace safety factor need some improvement? AAIM offers safety training for employees working in any business and industry—and when you become an AAIM member, you get our safety training courses at a discounted rate.
According Herzberg’s two-factor theory, the following motivation factors give employees a greater sense of purpose in their work, which motivates them to be more productive and achieve better results:
- Recognition: When your employees feel appreciated and valued, they’re more likely to be more driven and engaged, making recognition an important motivating factor of the model.
- Autonomy: Herzberg’s theory also states that giving employees more responsibility and autonomy in their work gives them the incentive to achieve their goals and drive better results for your business.
- Meaningful work: The two-factor theory also explains that employee satisfaction isn’t just about salary or benefits—making employees feel that their labor is contributing to something bigger is a motivation factor that also improves satisfaction.
When considering your organization’s motivation factors, ask yourself:
- Do my employees feel like they have a purpose?
- Are my leaders creating an engaging environment?
- Do my employees have friends at work?
- Is their work interesting and challenging?
- Do my employees feel like they’re involved in my organization?
- Do my employees treat each other with respect and fairness?
- Do I need to improve my company’s recognition program?
- Do my employees feel like they receive proper communication?
Ready to assess your satisfiers and motivators? Download our free self-assessment tool to get started.
As a business owner, it’s your responsibility to ensure that employee satisfaction is high to retain valuable team members and increase productivity at your organization—and Herzberg’s theory of motivation is used by successful companies across the globe to do just that. By understanding and applying his two-factor theory to your business model, you can increase employee motivation and improve business results.
If you think your company needs some sprucing up when it comes to satisfiers and motivators, here are a few ways you can apply Herzberg’s job satisfaction theory to your business model:
Autonomy is a powerful motivator, but how can you create a workplace where team members feel empowered to make decisions and take ownership of their work? One way is to allow your employees to take on new responsibilities, from taking on a new project or leading a team meeting. By encouraging them to take on additional tasks, they gain a sense of accomplishment in knowing that you believe in their potential.
To get a better sense of what drives your team members, conduct an employee survey. This gives you insight into areas that need improvement and find out what job factors they value the most. That way, you can make adjustments to your satisfiers and motivators as needed.
It’s easy to get a pulse on employee engagement and satisfaction with our customized employee surveys. And 2200 members and customers say that our surveys helped them improve engagement, retention, and job satisfaction.
Providing feedback gives you the chance to recognize successes and constructive criticism. With the right balance of encouragement and strategies for improvement, your employees feel appreciated and motivated to continue striving for excellence.
Since safety is a top priority, it’s easy to overlook the importance of your office design promoting a healthy, productive work environment. A clean, safe, and aesthetically pleasing workspace can make all the difference in employee morale, productivity, and overall work satisfaction. You can start with something as simple as adequate lighting and furniture options.
In addition to the physical environment of your office space, creating a positive atmosphere is important for work satisfaction, such as flexible working hours, encouraging communication among colleagues, and providing access to resources like training materials and mentoring programs.
It may seem tempting to improve your business model by applying just one or two factors of Herzberg’s theory to your business model—but that’s not recommended. To create an environment where employees thrive, strive to apply all of Herzberg’s motivation and hygiene factors to your organization. It’ll be worth it in the long run.
By applying Herzberg’s job satisfaction theory to your business model, you can keep your workforce motivated and satisfied—but getting started can be daunting.
At AAIM Employers’ Association, we help our members and customers learn how to apply Herzberg’s principles to their real-life businesses at our end-of-the-year roundtable, a peer-to-peer engagement opportunity where members can share fresh ideas, timely concerns, and valuable experiences unique to their positions. And when you become an AAIM member, you can attend our roundtable sessions—for free. If you’re ready to learn how to motivate and satisfy your workforce using Herzberg’s theory, contact us today!
Share This Post
AAIM in the Community
Compensation Strategy Planning Session – September 27 & 28
Evansville, IN SHRM Conference – October 26
Wayfinder HR Summit III – October 27