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Next up on our round-the-mind tour of intrinsic motivators – Contribution. We are social creatures who thrive in an environment in which we can interact with others in a group.

We are always looking for ways to motivate our team. Learn about he effective strategies to boost productivity while reducing costs.

Motivation is a broad term that encompasses many different types of motivators (also referred to as “rewards”). These motivators can be loosely grouped into two categories, Extrinsic and Intrinsic.

Review Mivation's Magic Formula. Though there’s nothing magical or mysterious about it all; it’s based upon the psychology of individual and team motivation. The formula consists of 4 “ingredients”: This will help you increase your insurance business productivity.

Explore how this Mivation case study discovered strategies for reducing costs and enhancing productivity in insurance businesses.

I recently wrote a blog about Autonomy that describes the importance of giving your team latitude in how they complete their jobs. By granting that latitude you make it possible for them to find faster, more efficient, and more effective ways of accomplishing their work.

It was inevitable. Enterprising managers would notice some of the benefits of a work from home (WFH) team and declare it the “New Paradigm” going forward.

I’m a work-from-home veteran; I’ve been working from home for about a decade. Are people more orless productive when they work remotely? Like most things in life, it depends. It depends upon a lot of things.

Accountability is a very large part of a person’s self-image. Nobody wants to say, “You can’t count on me.” Accountability is also strongly associated with trust. The more accountable a person, the more they can be trusted. Each time that a person lives up to an obligation, they prove that they can be trusted.

Motivation is a broad term that encompasses many different types of motivators (also referred to as “rewards”). These motivators can be loosely grouped into two categories, Extrinsic and Intrinsic.

The intrinsic motivator of Mastery relates to our desire to be awesome at something. It feels good to know that you are a “rock star” at a skill. But it’s not just about being good, it’s about continuously getting better.

If you are a manager and you are freaking out right now because you can’t see what your working-from-home team is doing, it may have nothing to with remote workers and everything to do with how you manage performance data. The current anxiety is the overdue result of two critical failures relating to performance data management:

Autonomy. In the simplest terms autonomy is the ability to do what you want, the way you want to do it. Various dictionaries define it using the term “self-governing”. Autonomy is a powerful intrinsic motivator because human beings want to make decisions for themselves.

Let me share a story illustrating how the same action can be driven by an entirely extrinsic or intrinsic reward. First, let’s all be adults here and recognize that every one of us probably did something “unwise” in our childhood. If you don’t believe me, check out the hilarious Twitter hashtag #wheniwas16 to find a plethora of examples of adolescent foolishness.

It can be tempting to think that the key to better sales team performance is to invest in coaching your top performers (because they are awesome) and your lowest performers (because they can only get better).

Remember, motivation is just a fancy word for wanting, so whether it’s an intrinsic or extrinsic reward, you can’t make somebody want something. However, there are ways that you can move the intrinsic motivations (feed the fire) that already exist within a person.

The key to gamification is in providing real-time visibility to current performance data to maximize these natural intrinsic motivators. In short, gamification isn’t about making work more fun, it’s about making it more motivating.

Many leaders are challenged with improving business performance by increasing their collective team members’ productivity. Where is the best place to focus? Intuition typically points to either the bottom or top performers. It makes sense, your bottom performers have the most room for improvement and your “Stars” are usually where we focus when we need to achieve more.

We explore the Motivational Formula again.

How do we motivate our teams to do the best work they can by using an intrinsic motivator? I’m going to start with what seems the hardest, but really is just a matter of communication -- Meaningfulness (wow, what a fluffy word!). A person who believes that their work is meaningful is much more likely to have a passion for their job than a person who believes their job is a meaningless drudgery.

There’s a difference between making work fun and making a game out of work. Fun is “Bring Your Pet to the Office Day” and factory-wide ping pong tournaments. “Gamifying” work is integrating elements of play, competition, and digital technology directly into jobs to engage employees, communicate effectively and save time and money, or all the above.

Gamification in the office is just like playing Minecraft, Angry Birds, and Madden NFL.

Each year, insurance agency managers spend countless hours designing compensation plans that are intended to motivate their teams to do more. The problem is, the vast majority of these plans are focused on one method of motivation: money.

Leaderboard Legends is the latest to try by turning sales into a game. Its software tries to motivate agents, boost productivity and help insurers improve customer engagement and employee collaboration.

It can be tempting to think that the key to better sales team performance is to invest in coaching your top performers (because they are awesome) and your lowest performers (because they can only get better).

Read how motivation is just like using a Peloton or Apple Watch.

Discover how Mivation's case study reveals strategies to reduce costs and boost productivity effectively. Download the PDF for insights.

Wowza is a program management, educational program development, process improvement, and data analysis consulting firm with over 20 years of experience. Wowza clients come from a wide range of markets, including public health, education, facility management, and construction.

Perry Olson has been an agent for 16 years during which he grew one location from scratch to three locations, over 10,500 households, and over 25,000 policies. He currently employs 30+ team members. and is one of the most decorated agents at his carrier boasting just about every award that can be earned, many of them simultaneously for each of his locations.