Dan Pink makes the point that the more creative and innovative a task, the less likely a monetary or “extrinsic motivator” will cause a positive effect. When you tie compensation to performance “it dulls thinking and blocks creativity. A larger reward led to poorer performance”
For innovative, right-brain, creative, conceptual work what positively affects motivation is “intrinsic motivators” such as Autonomy, Mastery, and Purpose. The employee is better motivated when the work interests them and they have self-direction.
What creative or unique rewards has your company experimented with? We’d love to hear your feedback, leave a comment below.