Eighty-one percent of top-performing employees, as defined by their bosses, say maintaining their reputation is what drives them to do high quality work on the job, according
to a recent Watson Wyatt survey of 551 large employers and over 500 employees. The study points out that intangible factors such as personal satisfaction and recognition of
contribution are more effective in driving high employee performance. What motivates them are:
- Desire to maintain a good work reputation (81%)
- Importance of the work (76%)
- Appreciation of others (66%)
- Interesting work (51%)
- Personal desire to please the supervisor (20%)
- Expectation of financial reward (15%)
The message here for employers is to not underrate the import role that non-financial rewards play in influencing behavior. (Ed Emerman, 609/452-5967.)