Inspiring Employees for Greater Productivity Gains

posted on Jul 29 by Russell in the Management category

If you’ve ever read Richard Branson’s bestselling book ‘Business Stripped Bare, Adventures of a Global Entrepreneur’ you are aware of the importance he places on the people within his organization. While I’m not sure that all of Branson’s business philosophy can be adapted in every organization, I believe he provides an excellent commentary on how to treat employees for productivity gains. His main point is to give employees an ownership role within their position to create positive results.

It Reminded Me of a Behavioral Study

While reading the book it reminded me of a study performed by Adam Grant, a noted scholar in organizational behavior. Grant observed that unrealized potential among employees was due to lack of significance and meaning in their jobs. As a result, he set up a study to see if employees in a fundraising organization, when reminded of the true meaning behind their roles, would increase their performance.

The employees of the fundraising call center were randomly assigned into one of three groups. The members of one group were given a handout explaining the personal benefits of being employed in the organization. They were reminded of the wages, personal development opportunities, and career advancement among others. This group became known as the Personal Benefit Condition within the study.

Employees in a second group were given a handout that showcased the benefits of their fundraising efforts from actual recipients. It highlighted the positive impact their efforts had on the lives of others. These employees became known as the Task Significance Control group. The final group of employees was given no handouts and became known as the Control group. All employees were sworn to secrecy and were told not discuss the handouts with anyone.

Results of the Study

Grant was given access to the number of pledges each employee solicited both before and after the study. Employees within both the Control and Personal Benefit groups showed a negligible change in results over the course of the study. In the Task Significance group, however, the results showed something much different. Results within this group more than doubled over the course of the study due to an increased number of calls per hour – by increasing productivity. They understood the resulting benefit of their actions giving their jobs more meaning.

Branson has the same philosophy for the Virgin Group of companies. All of their employees focus on the customer and, as a result, aim to provide them with the best possible experience. The study above and the success of Virgin tells me that many employees are motivated by a combination of monetary rewards and meaningful roles. The key is to communicate the meaning of each employee’s job and help them to buy into it.

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