Diversity is being invited to the party, hashtag and Inclusion is being asked to dance. If you are exploring how to invite all your employees to the party, you must start with understanding the psychology of people at work. In this article, T&S Consulting, explore the psychology of personal and social identity and how leaders can invite employees to the table.
In the ever-evolving landscape of the workplace, both employers and employees are constantly adapting to new expectations. This has led to a notable gap in employee motivation. T&S Consulting understands how difficult this can be.
But it shouldn’t be an undecipherable puzzle.
In order to understand motivation, one should start with identity. The Ship of Theseus sums it up well.
Imagine a ship, piece by piece, being replaced. Is it still the same ship? And what if we applied this to people? As we grow, learn and change, are we still the same?
Isn’t it intriguing how philosophy embraces the entanglement of individuality and identity, leaving some mysteries unsolved, while the corporate world seems convinced that everyone’s work aspirations can be neatly categorised?
For an organisation, they need to understand the importance of an individual connecting to the company, as this often results in better motivation and behaviours that are congruent with the company values.
This leads us to understanding belonging. Feeling like you belong is essential for everyone, including in the workplace. We all want to feel like we’re part of a team, contributing to shared goals and forming connections with colleagues.
Belonging isn’t as simple as a yes/no question. It’s more about how one sees themselves fitting into the bigger picture. This ties into social identification. When people align themselves with a certain group, it’s often because it gives them a sense of belonging. Feeling accepted in the workplace can make work more fulfilling. This desire for regular positive interactions and minimal conflict is fundamental. Given the time we spend at work and the societal emphasis on career as part of one’s identity, it makes sense that people seek a sense of self in their professional lives.
So what does this all have to do with motivation?
Let’s explore 2 key motivation theories…
MacGregor’s Theory X & Y paints a good picture of how different expectations from Managers impacts behaviours. Theory X paints a picture where workers need to be guided every step of the way, with control firmly in the hands of leadership. This approach, though, can create a cycle where low trust leads to low motivation.
On the flip side, Theory Y sees workers as already fired up and ready to go. Here, trust is the foundation of the relationship between leaders and their team.
Deci & Ryan also paint a great image of how to motivate your employees, you only need three things…
Relatedness — The longing to belong and feel accepted by our peers.
Autonomy — The liberty to choose our work style.
Competence — The confidence in our ability to excel at our roles.
So what can I do?
Keep the lines of communication open to foster a sense of personal connection and provide a space for everyone to voice their thoughts and ideas. This works well because when team members feel they have the freedom to work where they thrive, it naturally boosts their inner drive and motivation.
It can be a long journey to building a better organisational culture. But at T&S Consulting, that’s our jam, we can deliver a culture assessment, co-create a framework for change and deliver that new culture.
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