Revolución del modelo de motivación.


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Revolution (or evolution?) is the context in which companies find themselves today thanks to the changing and constant modification of the environment.

Technological advances that transform our work models and our daily tasks have made us realize that none of us is developing professionally in the way we thought we were going to. Or are you going to tell me that your current job is exactly how you thought it was going to be when you started your career, as long as you have one 😉

In light of this, the social landscape in which companies navigate requires much more attention to the talents that organizations have.

A common denominator of successful companies, which are today market benchmarks, is the attention they pay to their workers and how they invest in their well-being and development.

Gad Saad is a developmental psychologist who has applied his knowledge in the business world. In his book “Evolutionary Psychology in Business Science” (2011), he identifies several key motivators that influence human behavior in a business context:

Top team motivators

The need for status: People need to be recognized for the positions they occupy in the company. Applying recognition to leaders in companies generates high motivation among employees, Also resulting in a motivational goal for those who have not yet reached that position in the company.

Intrasexual competition: Evolutionary psychology seeks to understand the competition that individuals have with their same-sex peers. The same can be applied in companies as a motivating spark. What must be taken care of in this context is that there are no losers, only winners and that having managed to get out first means a plus for whoever gets it, becoming a benchmark for their peers and a role model.

The need for diversity: As humans we need novelty and diversity in every aspect of our lives. It is one of the great motivators of humans to find themselves facing small challenges to constantly overcome. The company does not escape this rule and implementing it can generate fun for the worker that ends in highly beneficial productive results for employees and for companies.

The need for security: Today job security has ceased to have such weighty importance among employees, however this need continues to apply, but now from a perspective that the person member of the team feels safe to make mistakes. We don’t want people who fail all the time, but when you understand that you are not going to be punished for making a mistake, that is when you most motivate yourself to innovate and achieve results different from those that the company has been having.

The need for affiliation: Large sums are invested year after year in carrying out business branding work for external clients, all focused on sales, however, the investment in internal branding and identity, Focused on collaborators, it usually has much more monetary revenue and in a shorter term.

The need for autonomy: One of the bases to be able to achieve motivation in human beings is to give them the ability to choose. Mark the objectives clearly and then leave the action plan to the leaders, who should, after specifying guidelines, leave the execution plan to the team members. People need to know that they can choose and have autonomy for decision-making in the area in which they develop, to be clear about their personal objectives within the company and with it.

The need for fulfillment: As humans, we experience constant change, internally and externally. Personal evolution is closely linked to professional performance, companies can be the precursors for employees to yearn for progress and personal fulfillment. Not to mention when we find a highly motivated worker! If you come across him, sit him down and ask him what you can do for him/her, he/she will turn out to be the one who contributes to the company much more than fulfilling her/his tasks.

Gone is the idea of the worker, as one more resource to use, in fact, today’s employees use companies and workplaces to achieve their goals and fulfill themselves.

Those who do not feel comfortable in the environment provided by the place where they work will not hesitate to seek new horizons and workplaces that allow them to feel more comfortable and aligned with how they perceive themselves.

Stopping high staff turnover has never had to be considered more seriously, because no matter what type of boat you have, if your sailors don’t work in sync or know where to row, it’s hard for the boat to reach the land that sucks the captain.

Franco Falconi

Executive Manager

Veronica Florez

Strategic Analyst

Lucia Balquinta

Digital Designer

Manuela Poustis

Website Developer

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