The Power of Personality: Using Motivators to Motivate Without Money™: Motivating an Individualistic

    Goal setting!  Key performance indicators (KPIs)! Accountability!  Organizations are screaming for staff to do more with less.  They want people to accept responsibility for their work.  They want them to work longer and harder.   Employees are screaming back.  You want more from us?  We want more from you!  Most organizations believe the only way to respond to staff’s demands for more, is to raise their pay and/or increase their benefits.  

    But, is that the only way organizations can reward staff?  ABSOLUTELY NOT!!!  

    Research demonstrates the opposite.   Research shows us that no matter how much more money you give someone, within six months or less, they believe they deserved the increase and just want more money the next time around.

    The answer is NOT money!  The answer for people who are Individualistics, is to give them more responsibility, more control, and let them set the rules for how things are accomplished.  They also like status and to be recognized in front of others.  It’s not the money.  It’s the prestige, the notoriety.  Being seen with the right people, acknowledged by the right people, being respected, appreciated, valued.  Look at your Abelson report that measures motivators to find out how intense people in your organization are on the Individualistic motivator.  Then you’ll know how important the above is to them.  To really understand the Individualistic, enroll in our DISC & Motivators Certification.

    How Do You Motivate “Individualistics” Without Money?      

    It’s actually fairly easy to reward Individualistics without money. Here are a few ways.  Look at your Abelson report to get more ideas for each person in your organization.  The things that work best are actually a blending of how that person is on all six motivators.  Your report gives you specifics for that person.  Here are some specific things you can do that will be seen as rewarding by Individualistics.

    Give them plaques.  They like awards; the recognition. This approach actually works best when you don’t compare them to others, but when you give them a descriptive title like “Chief Negotiator,” for someone who actually negotiates extremely well.  Emboss that on a trophy they can keep at their desk for all to see.  Then they can relive the experience each time someone asks them about their award.   We give those who complete our DISC & Motivators Certification or our Emotional Intelligence Certification a digital badge to put on their signature, Facebook, LinkedIn, etc. and give them a paper certificate they can frame and put at their desk.  The Individualistics, greatly appreciate and are motivated by all of this.  

    More cost effectively, praise them in front of others, especially their peers or people more respected than them.  This reminds me of a personal incident.  I frequently send thank you notes to people who do nice things for me.  I was in a small group conversation at a religious function, when one in the group thanked me for the note I sent him.  I quickly looked around to make sure I didn’t “owe” anyone in the group a similar note.  I was very relieved when I didn’t owe anyone.  I then thanked him for acknowledging the note, and in front of everyone in the group, described why I was so appreciative and I sent him the note in the first place.  I was thanking him again in front of others (a double reward for him) and stated I frequently sent appreciative thank you notes.  That way any other Individualistics in our small group now know what I would do for them if they do me a favor.  Yes, I did “cash in” with favors from others in the group after our conversation.

    My favorite way to reward Individualistics is to give them more responsibility.  They love that!  When they are good at managing, I give them management roles and then thank them when they successfully manage and the task gets done.  Delegating them things to do works well for both of us.  I feel comfortable the task will get done AND I don’t have to be the one who spends all the time and energy getting it done.  I just need to monitor the activities and the process, giving the “new manager” acknowledgement each step of the way.  They win because they feel great because their manager respected them enough to give them this additional responsibility.

    In Conclusion

    There are a large number of ways to reward the Individualistic.  I’d be surprised if the above doesn’t give you some great ideas and methods of your own to reward this motivators style.   Most organizations just use money.  You have something much more powerful, because anyone can use money as a reward. They don’t use the power to reward with things that are specific to the person’s personal style and what the person may value even more than money.

    Look for our other articles on Motivating Without Money by Dr. Abelson, or just invite Dr. A to present to your group. You’ll have a fun experience and learn how to motivate others in ways that are more motivating than money.  Your organization will also be more financially successful, because people will do their jobs well, your organization will spend less on paying money for performance, and people will probably stay longer.

    The Abelson Group - Dr. Michael Abelson

    About the author

    Michael Abelson, B.A., M.A., MBA, Ph.D. is an expert on interviewing, hiring, team building, retention, and leadership selection and development.

    With over 40 years of experience consulting, keynote speaking, training and using objective assessment tools, his processes and HR solutions have saved clients time, money, and from making many poor hiring decisions.

    He can be contacted at [email protected] or 979-696-2222.

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