In my last article, I explained that motivating people is a personalized task that has to be tailored to the individual you are working with.

Here are 7 different ways that people are motivated.  These are certainly not exhaustive, and there are probably variations of each one that could be discussed further.  But these are some of the more common motivational factors that I have seen:

1. Recognition. A public acknowledgment of a job well done is what drives some people to do their job well.  Whether it's the desire to maintain a good reputation, the hope of promotion, or just good old fashioned pride, some people love to be recognized publicly.  Some would prefer public recognition for their work over a raise or bonus.  And it doesn't have to be a cheesy award or large ceremony - a simple comment in a group meeting or an acknowledgment in a mass e-mail can go a long way toward motivating certain people.
    
2. Appreciation. Different from recognition, appreciation does not have to be public and widespread.  It can be a simple "thank you for your hard work" or "I realize this is more than you are expected to do".  It can take the form of a small, thoughtful gift, such as bringing in lunch or grabbing an extra drink from the vending machine.  Letting this person know that you see their hard work and appreciate their efforts enough to think about them is all they need to keep working hard.
    
3. Inclusion. There are those who love the idea that they are "in".  Whether it's being part of an elite team, or inside the "circle of trust", any hint that they are somehow included in something that is not all-inclusive is a motivating factor for them.  These are the people who need constant communication - they need to feel like they are "in the know" about a project, a department, or the organization in general.  Of course, you can't always tell them everything, but there are ways to continually feed them information without violating confidentiality rules or putting yourself at risk.  The key is to make them feel that you are not holding back - that you are giving them everything you can.
    
4. Consideration. "All I want is to be heard" is the mantra of those motivated by consideration.  You don't have to agree with every opinion they have, but you should take every one into consideration.  As long as they feel like their voice is being heard, and they have an avenue to influence the decision making, they are motivated and dedicated to the team.  It's a near opposite of the "inclusion" person - instead of needing to hear, they have a need to be heard.
    
5. Opportunity. Some people just want to know that there is more to life than where they currently are.  They are not satisfied with the status quo, but they are willing to work hard to reach the next step.  Opportunity for advancement will drive them, and any indication that advancement is not possible will kill their productivity.  Consequently, these people work hard to get somewhere, but often fizzle out once there is nowhere else to go.  You must ensure that new opportunities are always available in order to get the best from them.
    
6. Challenge. Some are motivated by a desire to overcome challenges, and the best way that you can foster that is to keep 'em coming.  Give them the difficult problems to solve, coupled with all the support and encouragement they need to grind through it, and they will be fueled by their own successes and the rush of "taking the hill".  These are some of the easiest people to motivate, because there never seems to be a lack of challenges to face.
    
7. Compensation. Some people are pretty simple - they are motivated by money.  They may be in a difficult financial position, or are working to achieve some financial goals, or they may be just plain greedy.  Truth be told, these can be some of the most difficult people to keep motivated, because there is never enough money, and there is always risk that someone will offer them more money.  If you find that your people are motivated exclusively by money, it may be best to just hope someone offers them more of it, and they move on.
    

Please note that like any generalization, there are exceptions to these rules. I plan to discuss those in the next article.

I would love to hear your thoughts - especially if you have observed other motivating factors that I have missed.