As a result, many managers focus on inspiring and motivating their employees. And knowing which how to leverage what makes them distinct can lead to a better chance of achieving long-term successful outcomes for your team. Motivation is consistently cited as one of the most important tools managers have for improving employee productivity. Providing external forces that encourage employees to give their best effort can make a significant difference in the workplace.
Many motivating factors rely on some sort of reward. In this case, the potential for career advancement was a powerful external motivating factor. Similarly, reward systems and recognition are often used to encourage greater productivity, while also improving retention and workplace happiness.
While using external motivation can improve productivity and retention, quite often, these bonuses are only temporary. As soon as an employee feels they have advanced their career as far as possible within your organization, they become likelier to jump ship. To foster lasting engagement, you must do more than motivate.
You must inspire. So how does inspiration differ from motivation? A recent email conversation with Sam Taggart, founder of The D2D Experts , went a long way in clarifying the crucial differences for me.
The main thing to focus on here is on the completion and finality of the action. When using the word inspiring, the stress is on the tremendous amount of inspiration gained. Also, depending on the context, inspiring is always positive and empowering. Inspirational is believed to come from the word inspiration. But there are certain aspects in which it is slightly different.
The word inspirational, which is often confused with inspiring, is supposed to be used in a rather different context. In its right context, inspirational is used to denote the potential to inspire of a person, thing, or situation. When it is said that something is inspirational, it does not mean that it has inspired, but that it can and has the ability to.
Inspiration means wanting to take action, while motivation is more about giving people reasons to act. There is a need for both — especially since some people react more positively to rational explanation and incentives than emotional effects and influence. However, to be an effective leader, knowing the difference between motivation and inspiration is vital. When we use positive incentives or even negative threats to motivate people, even these external things can enter their hearts — and that is where real change happens.
This does work to some extent — although, as mentioned above, its effects are frequently just temporary. This way, a person wants to act, and change themselves from the inside, out. This provokes much deeper, long-term change that is more sustainable. They complement one another, and should work hand-in-hand, so utilise both to encourage a successful environment for your team.
A LinkedIn survey exploring the sense of belonging among staff showed that motivation and inspiration are both important. Motivation and inspiration both help people to feel happier and more contented in their work. When you and your employees are happy and thriving, it has a positive impact on your business profits and profitability. Whether someone is encouraged through motivation or by inspiration varies from one person to another. Some people respond to motivating words and actions, while other people are more likely to buy into inspirational leadership.
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