6 Degrees of Motivation.

They're the sources of inspiration for the new worker. Find out which ones stimulate you to perform at your peak.

THE PROJECT TEAM HAD GONE THE LIMIT,

putting in several all-nighters and weekends to meet a demanding deadline. Management, in turn, put a lot of thought into choosing their way of expressing appreciation: an alarm clock with a big, gold company logo, and a $100-a-plate dinner at one of the city's fanciest hotels.

They were therefore puzzled by the response of team members. Instead of responding with gratitude, most of the people looked, well, disappointed. "It's enough that I gave them my soul for the past four weeks, I don't want to have to go to bed and wake up with them," commented one 27-year-old team member. Another person enjoyed the dinner and the company of his co-workers, but said, "My idea of fun is not putting on a suit and eating in the kind of restaurants my parents go to."

Across the street, similar organization called together their staff to celebrate the outstanding quarterly results they had just posted. The CEO said, "I wanted to thank you for your superhuman efforts. I'm not going to take up much of your time. I just wanted you to know that you are each going to get a [check] equal to 5% of your salary. And you can choose an additional reward from a menu that includes extra vacation time, club memberships, or tuition for a course or conference." People walked out with huge smiles on their faces.

These examples illustrate some of the ways in which rewards can go awry from intention to reception--and some of the ways in which rewards can delight individuals when they are customized to individual needs and preferences.

I am often asked, "How do you motivate the new worker?" But there is really no such thing as a single type of clearly definable new worker. Today's workers do have certain shared experiences, attitudes, and beliefs, including an awareness that in an uncertain work world it is up to them to plan and manage their careers and keep their skills portfolio updated. But they also bring to the table a complex constellation of psychological motivators.

People are different, in other words--and this is hardly news. Still, the range of motivators driving today's new workers is broader than ever. And people have become much more assertive in expressing their individual preferences.

Understanding your own motivational profile can help you identify what is most important to you in a work setting. For managers and organizations, understanding the profile of staff members can help in designing effective rewards and systems to attract and retain the best talent.

I have grouped what motivates the new worker into six idealized profiles. While each profile has its own defining characteristics, individuals may share characteristics from more than one.

INDEPENDENT THINKERS OR ENTREPRENEURS

Personal mantra: "I need to be free to choose and be in charge of what I do, for whom and when."

The breakdown: These independent problem-solvers want to own or build their own work, whether working inside an organization on a project or in their own independent business, They are impatient with corporate norms and procedures and have little allegiance to the corporation. Hanging around the office too long or being forced to go to an endless round of meetings makes them antsy. They are motivated by autonomy, and need to feel they are living in a free-form world that they can shape....

Independent thinkers are uncomfortable with "received wisdom," preferring to create or invent their own way. They are prepared to take full responsibility for their successes and failures. But in order to do so, they have to be in charge.... [They are] responsive to having money at risk--whether a bonus, commission, or other type of pay for performance....

LIFESTYLERS

Personal mantra: "I work to live, not live to work. I want to enjoy my work, but it's also a means to an end. I want the flexibility to pursue my own personal passions."

The breakdown: A range of people fall into this category: young resort workers who want the opportunity to pursue their love of outdoor activities; 30-something parents determined to balance their work and family life; midcareer individuals saddled with elder care responsibilities along with commitments to children; and young professionals who value the freedom to pursue personal priorities....

They are typically prepared to work hard to do whatever is necessary to get the job done. But they expect their hard work to pay off, by buying them free time they can enjoy in the way they prefer.

PERSONAL DEVELOPERS

Personal mantra: "As long as I'm learning, I'm happy."

The breakdown: This category, includes many 20-something contract workers, frequent job changers, as well a s independent consultants. Most information technology professionals fall into this group.

Personal developers evaluate their work in terms of whether they're being stretched, or whether they are acquiring a new skill. They are very quick to [get] bored, particularly if they are in what they see as a dead-end job, Although not risk takers by nature, they are prepared to take career risks if it will stretch them or expose them to a new arena in which they can acquire new skills,

Personal developers are not without ambition. For many of them, it's important to advance in their careers and become players in their profession. But their identification is very. much to their profession and their work, and not to any particular employer....

CAREERISTS

Personal mantra: "I want to get ahead, and I am willing to make the necessary sacrifices."

The breakdown: Most careerists resemble the profile of traditional baby boomers who evaluated their success in terms of opportunities for advancement and increasing work responsibility....

Careerists are ambitious, motivated by prestige and status. They recognize that as they move up the ladder, they may be moving into other areas that reflect increasing responsibilities. A young lawyer looking down the road, for example, may equally see himself as partner in a large firm. a chief corporate secretary, or head of his own firm.

AUTHENTICITY SEEKERS

Personal mantra: "I gotta be me."

The breakdown: Individuals motivated by authenticity refuse to "hang up their personality" at the door. They won't sacrifice their own personal expressiveness in order to play a corporate role. Don't ask them to put on a uniform, or to repress their personal values in Favor of "what's good for the company."

Authenticity seekers can be quite creative, but difficult to manage if their employer demands conformity to corporate norms. In some ways, this group shares characteristics with the independent thinkers because of their demands to be self-expressive....

COLLEGIATE SEEKERS

Personal mantra: "I need to work with people. I'm a people person."

The breakdown: Collegiate seekers associate strongly with their team or work group and derive much of their identity from belonging to it. They are extremely loyal to whatever group they belong to. Fun for them is going out for a drink after work with other members of the group. They welcome signifiers of their group membership, whether a photo of the team or a plaque commemorating a particular project.

When asked what is most important they usually say it is working with people they enjoy.... This group loves the team-building events that take place at off-site meetings. They are not happy working by themselves. As a general rule, they are not drawn to telecommuting.

The 6 Degrees At-a-Glance

   TYPE               MOTIVATION          WELCOMED REWARD

Independent           Autonomy         Bonus, commission, or
Thinkers/                              other pay for performance
Entrepreneurs

Lifestylers           Flexibility      Additional vacation days
                                       or flextime

Personal              Learning/        Money toward a course or
Developers            Growth           skill-building seminar

Careerists            Advancement      Opportunity to head a
                                       high-profile project

Authenticity          Self-            A gift certificate for
Seekers               Expression       merchandise at a favorite
                                       retailer

Collegiality          Belonging/       A commemorative plaque or
Seekers               Loyalty to       photo with other team
                      Team             members