Speak to any SBP and they will tell you how much they enjoy their role; the combination of working with others, helping children to get a good education and the nature of a dynamic and challenging role provides many with a rewarding experience.
Those who are intrinsically motivated are doing their job largely because they enjoy it and are able to focus on internal drivers as the main reasons for completing a task. Given the surrounding pressures and stresses of the SBP role, it’s fair to say that those taking on these roles find that enjoyment outweighs the pressures. This indicates that there is a high level of intrinsic motivation in the profession.
It’s important to recognise this. It’s clear that external rewards aren’t the driving force behind SBPs enjoying their jobs. With this in mind, what factors should be considered to ensure that this intrinsic motivation stays high?
Westfield Health has outlined five intrinsic motivators that should be considered and nurtured in order to keep staff engagement high.
Expanding knowledge can be one of the top motivations. Often, an individual will be driven by learning as much as possible about their area of work in order to build their expertise and achieve their goals. You can encourage the pursuit of knowledge by offering employees more training opportunities or offering tuition assistance towards higher education awards.
Employees who are faced with positive challenges become intrinsically motivated to perform to the best of their ability. By providing challenging projects, you are giving your employees scope to make decisions about their approach to the task, offering them a sense of control. Setting challenges means that employees are motivated to succeed through stepping up.
Recognition programmes may include rewards such as extra days’ holiday or cash prizes – all part of being recognised as a valued employee. However, for some employees, they may find pride in simply seeing their name in an announcement acknowledging them as a high performer. They feel that their hard work has paid off and helped them to achieve recognition, so it’s important to remember that motivating people is not always about offering material rewards.
Employees who feel that they have a successful professional future ahead are much more intrinsically motivated than those who feel that they are stuck in a job that doesn’t inspire them. You should make your employees aware of the goals and ambitions of the organisation, and how they can contribute to helping to achieve these goals and progress also their own careers. Employees who can see a clear path towards career progression have a vested interest in the organisation and are motivated to contribute towards its success as well as their own.
Employees who are involved and engaged in decision-making within your organisation are intrinsically motivated because they have a stake in its success. By involving people in the organisational decision-making process, you are reinforcing that they are valued members of the team and that their hard work and input doesn’t go unnoticed, and is appreciated.
Being able to recognise and implement these intrinsic motivations ensures that team engagement, productivity and performance stay high. Most importantly, these factors also contribute towards overall health and wellbeing in the sector. The education sector is very lucky to have a dedicated group of SBPs ready to face the challenges of the system, but it’s essential that their motivation and job satisfaction are maintained.
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