Do you ever struggle to motivate your employees?
Turns out, there are all kinds of psychological theories for managers to apply to the work environment. We’re talking strategies to help your people achieve goals, go the extra mile and stay committed to your company. They won’t cost a dime and you can apply them at any time.
Let’s look at several of the most effective ones now.
1. The Hawthorne Effect
Are you someone who works differently when you know you’re being watched? This is exactly what the Hawthorne Effect suggests will happen. It was identified during studies at Western Electric’s factory in the Hawthorne suburb of Chicago starting in the 1920s. The experiment originally looked at whether different floor lighting increased productivity, but instead revealed a tendency for workers to modify their behavior simply because someone was concerned enough about their working conditions to examine it.
In other words, the Hawthorne Effect suggests paying attention to people makes them feel valued and appreciated. This leads to motivated employees — team members who know their contributions make a difference are more likely to put in extra effort.
How to apply The Hawthorne Effect in the workplace
To capitalize on the Hawthorne Effect, take time to recognize team members’ contributions. Something as simple as regular goal setting sessions and a recognition program goes a long way in helping employees feel seen and appreciated. These initiatives help reinforce positive behaviors and enhance overall productivity, creating a culture where workers feel valued and acknowledged.
2. Maslow's Hierarchy of Needs
You’ve probably heard about Maslow's Hierarchy of Needs. It’s the theory coined by psychologist Abraham Maslow in the 1950s, which states people’s basic needs for food, water and shelter must be met before they can move on to psychological feelings of safety, belonging and achievement.
But have you ever thought to apply this theory to your employees? When you understand what motivates people at a base level, it’s a lot easier to provide the support they need to be as productive as possible. For example, ensuring basic needs like adequate wages and a positive work culture help people feel secure enough to take chances and give more of themselves to work.
How to apply Maslow's Hierarchy of Needs in the workplace
Applying the Hierarchy of Needs as a manager means making sure peoples’ basic needs are met, but within the context of work:
- Compensate fairly. Insist on a healthy work-life balance.
- Offer mental health and well-being resources.
- Take the time to ensure roles are aligned and workloads are balanced.
These and other leadership moves may seem simple, but they make a huge difference in how people perform.
3. Herzberg's Two-Factor Theory
Another useful tool for team management is Herzberg’s Two-factor Theory. This theory of motivation, introduced by psychologist Frederick Herzberg in the 1950s, states two sets of factors influence job satisfaction:
- Hygiene factors, such as salary and working conditions, don’t motivate but lead to dissatisfaction if inadequate.
- Motivators like recognition, achievement and growth help drive performance.
The theory stems from a series of studies where workers shared what made them feel good or bad about their jobs. After analyzing hundreds of responses, researchers concluded both factors must be present for employees to succeed.
How to Apply Herzberg's Two-Factor Theory in the workplace
To apply Herzberg’s theory, start by building the foundation for a positive culture — decent hours, a comfortable paycheck…these are the hygiene factors. Then move on to motivators, such as career development opportunities, that incentivize employees to go above and beyond. If you’re not sure where to start, conduct surveys and monitor productivity trends to better understand what drives your people to do their best work.
4. McGregor's Theory X and Theory Y
One lesser-known, but equally effective, management theory is McGregor’s Theory of X and Y. It provides two contrasting views of employee motivation:
- Theory X assumes employees put in the bare minimum and require direct supervision
- Theory Y posits that employees are self-motivated and thrive on responsibility.
Examining your management style from the perspective of these theories helps influence outcomes. Organizations that adopt Theory Y approaches provide more autonomy, leading to increased engagement and output. In contrast, recognizing when Theory X approaches may be necessary helps address issues like disengagement and quiet quitting.
How to apply Herzberg's McGregor's Theory X and Theory Y in the workplace
To apply this theory to your employees, evaluate team dynamics and individual workers needs to determine what your people need to thrive. This helps create a balanced perspective that allows for adaptations in management style — ones that enhance overall productivity while promoting a culture of trust and responsibility.
5. Reinforcement theory of motivation
This principle of employee productivity states employee behaviors are ultimately shaped by their consequences. People are more likely to repeat an activity that’s rewarded but will avoid one that’s not. In other words: When you call attention to a job well done, it triggers a natural response to keep pushing for more praise and recognition. On the other hand, if you ignore or overlook performance, that inclination goes away.
How to apply the reinforcement theory in the workplace
The best way to apply the reinforcement theory with your team? Reinforce positive behaviors. Send “thank you” emails when people meet deadlines, offer praise when they exceed goals, and offer comp time when they devote extra time to pressing projects. These and other responses go a long way in incentivizing people to continue bringing their best to work.
6. Expectancy theory
The expectancy theory states people decide how to act based on what they think the response will be. Does putting in overtime to meet a critical deadline result in praise? Or will it go unnoticed? How you respond to these kinds of day-to-day decisions makes a difference. This theory was first put forward by Professor Victor Vroom at the Yale School of Management in the 1960s, and business leaders have been applying it ever since.
How to apply the expectancy theory in the workplace
To make use of the expectancy theory, set clear expectations and offer the support people need to meet them. Then offer tangible rewards, such as extra time off or additional compensation, for high performance. Most importantly, follow through on any promises you make so people know what to expect moving forward.
Looking for ways to boost productivity at your organization?
Ready to unlock the full potential of your workforce and elevate your organization's productivity? Try applying the theories above — you may be surprised to discover just how big a difference they make.
For even more insight on what motivates your people, set up your free ActivTrak account to understand how they work — and how they work best. Our comprehensive productivity reports and performance dashboards make it easy to see what people need to stay committed to your company. It’s why 9,500+ organizations rely on them daily, and how many have experienced as much as $4 million in productivity gains.
Schedule a 1:1 demo to learn more today.
