Cómo tener feliz a un creativo con su trabajo (y hacer que él te tenga feliz a tí)… Las empresas generalmente se enfocan más en las motivaciones extrínsecas. Pero la clave, según este artículo, parece encontrarse más en las intrínsecas…
From a conventional management perspective, it probably sounds like common sense. But to anyone who understands the nature of creativity and what motivates creative people, it’s a recipe for disaster.
Rewarding people for hard work is a great thing to do, but it’s no guarantee of loyalty – and certainly no guarantee of creativity. And using rewards as an incentive – or even a threat – has been proven not to work when it comes to complex, challenging, creative work.
There is a large body of research evidence – from the work of Harvard Business Professor Theresa Amabile and others – that relying on extrinsic motivations (a.k.a. rewards and punishments) has a negative impact on creativity. While it may seem obvious that the stick has a negative impact on creativity, it’s counterintuitive that the carrot has the same effect.
But when you’re focused on a reward, you’re not focused on the work itself. And as any creative will tell you, doing outstanding creative work – whether solving a technical problem or creating a work of art – requires 100% focus on the task in hand, to the point of obsession. You have to love what you do.
Of course companies need to pay people well. If they don’t, compensation becomes a bone of contention, and a distraction from their work. But if you really want outstanding creative performance, you need people to focus on intrinsic motivations – factors inherent in the work itself. Things like challenge, interest, learning, meaning, freedom, and creative flow. They are what really motivates creative people – and the research demonstrates a strong link between levels of intrinsic motivation and creativity…
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