ACT Like A Pro #147
This week’s post is taken from my most recent podcast episode of Ag Lead, Episode 18: Motivating Employees, a Conversation with Ana-Lisa Laca for Farm Journal Field Days. Listen now on your favorite podcast app or on Anchor for free!

Last week, I talked about the 5 reasons why employee motivation is important for business, especially in agriculture. In case you missed it, you can read it here.

This week, I’d like to talk a little bit about how understanding motivation fits into employee performance.

Employee Motivation & Performance

Employees are motivated by different things; we all know on the surface level, but it’s not always easy to put into practice. Let’s look at an example of two different motivations.

There are 2 otherwise equal employees, but one is always asking for time off to attend family events (like a child’s sports game or being home in time for dinner) and the other is asking what more they can do to help before they leave for the day.

Is one employee bad and the other good? Not necessarily.

The first employee likes the monetary security that the job provides for their family, but they value their family time. They are motivated to do a good job because the job allows them to spend time with family.

The second employee is motivated to handle more responsibility as a way to become a leader in the company. They are motivated by the job providing personal fulfillment.

These are equally valid motivations! In fact, they might even be the same employee at different times in their careers. Employees are motivated by different goals, and these differences can help businesses thrive.

If every employee is motivated by time off, or a flexible schedule, or big monetary bonuses, the business would quickly run into
scheduling or budget issues. A diverse team is valuable.

It’s up to the business leader to uncover what individual team members value to improve employee motivation and performance.

Turning Motivation into Performance

Motivation definitely impacts performance. An employee who is motivated at their job will perform better at their job.

Here is a sample list of motivations:

  • Family
  • Recognition
  • Legacy
  • Learning/input
  • Country
  • Religious views
  • Money
  • Personal fulfillment
  • Leadership/promotion
  • Time off

What are some of these motivations that you experience, that you hold dear, or you observe among people you know? How has it impacted job performance?

Let’s have the conversation! Tag me on Facebook @Sarah Beth Aubrey Coaching & Training, @sarahbethaubrey on Twitter, and @sarahbethaubreysba on Instagram. I want to know your thoughts on this topic.