Glossar Begriffe

Glossar der Begriffe des Personalmanagements und der Sozialleistungen für Arbeitnehmer

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Intrinsic rewards

Intrinsic rewards are typically internal, meaning they come from within the employee and are related to effort and ability. These types of rewards provide a sense of accomplishment which increases employee motivation.‍

Intrinsic rewards are more about self-fulfilling or self-satisfying needs because they are internal and don't depend on external factors for their fulfillment. For example, a worker may be motivated by the challenge of a particular job assignment or task or the opportunity for self-development, such as climbing the career ladder.

What are intrinsic rewards?

Intrinsic rewards are internal factors that motivate employees to want to complete specific tasks and projects. These rewards are imparted by the psychological nature of our abilities, feelings, and actions. They include such things as personal satisfaction, pride, and self-esteem.

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Why are intrinsic rewards important?

Intrinsic motivation is self-motivation: Doing things because you want to, not because you have to. It's about enjoying your work and finding fulfillment, even if no one else knows about it.

Employees who have intrinsic motivation are more likely to be engaged and productive. Here are some reasons why:

They are happier and less stressed, which means they can focus on their task better.
They are more likely to think outside the box because they aren't focused on meeting specific goals or earning a paycheck.
They take greater ownership of their work and strive for excellence in everything they do.
They care about doing a good job — even if no one else looks over their shoulder!

When should intrinsic rewards be used in the workplace?

When you want to motivate employees to go above and beyond.
When a task has no clear goal or when the goal is vague and unclear.
When you want to ensure long-term happiness and success at work.
When you want a group of people to work together on a project, which requires creative work.

How does intrinsic reward work?

Intrinsic rewards are internal, personal, and self-rewarding. This type of reward is independent of outside forces or social obligations.

The way intrinsic motivation works is pretty simple. Instead of motivating yourself to achieve an external reward, you focus on the internal rewards of a task. This type of motivation tends to work with long-term projects that offer little results. Intrinsic rewards are usually associated with happiness, mental stimulation, and fun.

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What are the different types of intrinsic rewards?

Intrinsic rewards can be divided into two types:

Autonomy refers to the feeling that you control your actions and how you spend your time. People feel autonomous when they can use their skills and abilities to achieve important goals. This includes having control over their schedule, working in an environment that supports their values, and setting goals for themselves.
Purpose refers to having a meaningful reason for doing something, such as helping people or contributing to society. It's essential for people to feel like what they do matters and contributes positively to others' lives — otherwise known as self-efficacy or self-esteem.

What are the advantages of intrinsic rewards?

The advantages of intrinsic rewards include:

Long-term motivation
Stronger brand loyalty
Quick and easy to implement
Increase productivity and performance
Increased employee retention and reduce turnover

Umfragen zum Puls der Mitarbeiter:

Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).

Treffen unter vier Augen:

Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.

eNPS:

Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.

Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:

Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben.
Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren.
Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.

What are the disadvantages of intrinsic rewards?

The disadvantages of intrinsic rewards include:

It's hard to measure their value
They take a long time to develop
They are not guaranteed to be consistent
The more you have, the less effective they become
You can't pay people to do something they don't want to do
They can lead to a lack of motivation if they are not seen as fair or socially-valued by others

What are examples of intrinsic rewards?

The following are examples of intrinsic rewards:

The pride of accomplishment
Learning and self-improvement
Recognition for doing a good job
Involvement in a creative process or project
Being recognized by your peers for something you did

What is the difference between intrinsic and extrinsic rewards?

Intrinsic rewards:

Intrinsic rewards are internal motivators
They come from doing something you love or find interesting
Doing something because you want to do it

Extrinsic rewards:

Extrinsic rewards are external motivators
They come from doing something that’s expected of you or gets a reward in some way
Doing something because you'll get something in return if you do it well

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