Work Motivation Factors

Work motivation is a key concern for organizations and most managers. Everyone wants motivated employees who, through their commitment and fulfillment, will inevitably increase productivity. But do we really know what motivates employees?

1- A survey conducted by ReKrute.com on the factors and drivers of motivation among Moroccan employees.
For a long time, it was thought that one of the key factors in this motivation was compensation. We now know that this is not necessarily the case. Working conditions, feeling involved in one's tasks and role, and recognition from management are all motivating parameters that engage the employee and encourage them to invest themselves. Aware of the dominant and recurring nature of this theme in current Human Capital management, Rekrute.com recently conducted a survey on the factors and drivers of motivation among Moroccan employees.
Targeting all registered users on the site, all profiles combined (employed or job seekers), its objective was to identify the levers for attracting talent, to identify factors that could impact motivation, and to measure everyone's satisfaction with their current situation. Therefore, the results of this survey should prove to be a factual aid in understanding the motivating factors of today's employees. The main drivers of motivation .

2- New motivating factors? Let's discover the results!
This survey, to which 3371 people responded, shows that individual motivation is now an essential lever for involvement in the organization, which corresponds to the global trend. Of course, the intrinsic expectations of the employee may vary depending on their status, particularly whether they are looking for a job or are already employed. For job seekers, the top three motivating factors seem to be, first, employee benefits offered by the employer, followed by the quality of relationships with management, and the search for stable employment guaranteeing real future prospects.
For employed individuals, three key motivating factors stand out: Relationships with management. It seems that Moroccan employees are looking for constructive relationships based on respect, listening, and dialogue. They no longer want to be satisfied with a directive or paternalistic management model, but rather a more participatory one. Recognition of work, which translates into the search for management capable of recognizing and highlighting the commitment of its employees, rewarding efforts made, and, above all, implementing successful career plans. Indeed, 51% are dissatisfied with the recognition of their work by their supervisor, 60% are dissatisfied with their career prospects, and 67% are dissatisfied with bonus-related compensation.
Career prospects. It is important to note that the Moroccan employee is no longer satisfied with standardized functions that do not allow them a long-term vision of their development. They are career-minded and find professional enrichment in their company's ability to offer them real career paths. Ultimately, this survey reveals that quality of life at work is a major element for today's employee.
To feel motivated, they need to feel listened to and recognized by their management. It is also important to highlight that, according to the survey, salary only comes in 9th and 10th position in the key motivating factors. This survey also revealed the concept of motivation from the point of view of managers. It appears that the managers surveyed gave a score of 6.3 to the motivation of their teams. 78% also believe that through the implementation of appropriate motivational levers, the atmosphere within the teams improves, employees are more willing to commit, and finally, the expected results are more conclusive. For the complete results of this survey, please click on this link. Philippe Montant CEO of ReKrute