The Philosophy of Engineering (part 2)

What does it take to motivate engineers? (Or anyone, for that matter)

I.e., what can I do to motivate engineers?

Will it take an Advanced Degree (TM) to figure this out?

Let's start with: what motivates me?

Me: interesting problems to solve. I like solving problems, I like making things. Things I like making have included some of my furniture (actually quite a few pieces), computer programs, electronics, model railroad stuff...there have been other things as well (deck outside house in Dallas).

I got started down the engineering path by about age six because I watched my dad fix things, and I was intrigued at the insides of things. At age 14, I found out that engineering pays better than most other jobs, which certainly clinched that.

So let's speculate that most engineers are motivated by having interesting problems to solve. A good team has an interesting large problem to solve, and many smaller ones that can be handled on an individual basis. A problem that *can* be understood, and a solution that *can* be found without it taking forever, materials and tools to go from the beginning to the end, and the satisfaction of having succeeded and producing a final widget--one that people actually use and like.

What of other folks, for whom the challenge of the problem is not sufficient? Do they need a $ incentive? What other incentives might there be? Formal recognition?

Here's a reference that covers similar territory. Actually, it *really* covers the same territory, except they left out problem challenge (unless you say challenge=creativity, then it's "internal"). Here's the detail.

Another link HERE has a really good first comment:

"People also get motivated when they are working for a leader who has the following traits:

1. Good memory
2. Genuine interest in people
3. Integrity
4. The ability to communicate effectively
5. Decisiveness
6. The ability to relax
7. Genuine enthusiasm."

This is about teamwork and good leadership. Good management. I can't argue with that, having had both good and bad (which is separate from experience, although there is a correlation). More detail can be found HERE.

There are probably some other ones...More are listed HERE.

Why do you/I/we care?

"Employees who are motivated are willing to invest discretionary effort to go above and beyond the call of duty." (HERE)

That's something you want.

But different people have different motivations, and need different incentives. From some recent reading on this (related to above links), money appears to be one that doesn't work too well. I can't say that a tiny amount of money would get my attention...you'd have to offer at least $50k to even get my attention, and more like $100k to get my participation. Maybe if I had some debt issues...but $1000 doesn't do it for me.

Getting one's paycheck is a motivator, of course, but you really need to like your work to go beyond that. What makes that happen?

Probably you want a suite of incentives, to get folks going. Recognition for performance. Influence over what gets done. Money. "Internal" reasons (see that first link above; this includes a number of factors, I think, good mgmt, good team, creative challenge...).

So how to do you define those incentives? Recognition could be as simple as a thank-you from the boss...but that could be pretty hollow, too. A private thank you for something that no one else even knows about, and then nothing...why bother? I want something a little more serious than that.