Herzberg’s Two-Factor Theory of Project Management

Herzberg’s Two-Factor Theory of Project Management

Herzberg’s two-factor theory is what explains why high-paying members leave your project. As with Maslow’s theory about needs, I will also explain Herzberg’s dual-factor theory from the perspective the practical application.
To see and act on the motivation in your team, you don’t need to be a physiologist. Below is an example.
Before we move on, there is one thing that you must accept. Job satisfaction is not the opposite of job dissatisfaction.
It is clear:
The opposite of job dissatisfaction, is the absence thereof.
The opposite of job satisfaction is job dissatisfaction.
This was the most difficult part of Herzberg’s two-factor theory.
There are many factors that contribute to job dissatisfaction. These are hygiene factors.
There are also other factors that can contribute to job satisfaction. These are motivators.
People will stop complaining about their work if they remove the factors that cause dissatisfaction. But, this doesn’t mean they will be motivated.
You can’t stop people from complaining about your company if you create motivating factors.
What’s the takeaway?
If you want to keep your team motivated, you must be aware of both. It is also important to address hygiene issues before motivators can be created.
This is the exciting part.
What are the factors that influence hygiene? What are the motivators?
Hygiene Factors
Here’s a list of hygiene factors:
Company policy
Relationship between employees and their boss
Conditions of work
Relationships with peers
What does this mean?
It is demotivating when an organization has policies that control work relations.
Daily reports are what you ask for from your team. Why are you asking for them? Administrative supervision and micromanagement can be demotivating.
Your project team’s direct manager is you. It is not an arbitrary need to have good relations with your team members. It is a hygiene factor. You’ve heard the expression “People leave managers, not companies” a few times before.
A modern workplace requires air conditioning, water, coffee and cookies. Here you can find high-performance laptops and useful software, as well as safety measures.
Are you still convinced that rising salaries motivate people? For a few days. Salary is not motivator. It is a hygiene factor that changes over the years. You must ensure that you receive adequate compensations.
Your interactions with your peers and colleagues are the most important factor. But, just because you have a great team spirit does not guarantee that everyone is motivated and loyal.
Here are the motivators.
Challenging work
Recognize one’s accomplishment
Chance to do something meaningful
Involvement in decision making
A sense of importance to an organisation
Here’s a side note. Scrum is a great example of Scrum. It works. All these motivators are built into the framework.
What can you do to stop them?
Here’s a PRO tip.
You don’t have to work every day on projects that save the planet. These are not always possible to imitate. It shouldn’t stop you from trying.
Because most motivators are perceived entities. They are directly related to a person’s need. Sometimes, the challenges and responsibility are limited and local.
Here are some practical tips:
Every day, say “Thank you”.
Begin working with your team at a higher level. Set goals and communicate the desired outcome. Allow them to work independently. You can correct the work. But, don’t tell how to do it.
Participate in the planning of activities with the project team. Ask them for their suggestions and feedback. Let them make the decisions.
One way to take ownership and responsibility for the project is to create a Work Breakdown Structure.
Create a