Set goals for your team and help them to create their own personal development plan. Making sure you hold regular one to one meetings to discuss goals and personal development is a valuable investment in time. Remember, to your team, you are “the company”, so it’s up to you to make the effort.Īlthough you may have little scope to change pay policies and make substantial changes to what people earn, there is plenty you can do. Putting Adams’s Equity Motivation Theory Into PracticeĪs a manager, you need to keep an eye on the tangible and intangible outputs from the company. If you start down the slippery slope where the employee perceives their input to exceed the company output, then de-motivation will creep in, and potentially result in increasingly disruptive behaviour.Outputs are both tangible such as salary, benefits and expenses, and intangible such asRecognition Obviously you want a motivated team, so the output from the company must be in balance. Motivation can be expressed in many ways In short, Adam’s Equity Theory means that employees will become de-motivated if their perceived input is greater than the output from the company.
Adams’ equity theory builds on Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory, and was first presented in 1963. John Stacey Adams’ Equity Motivation Theory allows you to put workplace psychology into action and increase your own or your team’s motivation.