Beyond the paycheck: fueling your team with value and pride
Paula Fleming, CMSO, discusses how fostering a thriving and high-performing team requires leaders to tap into the fundamental human desires of feeling valued and proud of their work, and the desire to make a decent living. (April 16, 2025)
As leaders, we often focus on the tangible aspects of work: projects, deadlines, and of course, compensation. These are undoubtedly important. But if we truly want a thriving, engaged, and high-performing team, we need to tap into something deeper – the fundamental human desires that drive us all. And from where I stand, two of the most powerful are the need to feel valued and proud of what we do, and the desire to make a decent living while doing it.
Let's be honest, these aren't groundbreaking revelations. But sometimes, in the daily grind, we can lose sight of their profound impact on our team members. Ignoring these desires is like trying to run a car on fumes – it might sputter along for a while, but it won't get you very far.
The power of feeling valued and proud:
Think back to a time you felt truly appreciated for your work. How did that make you feel? Chances are, it wasn't just about the words; it was about the recognition of your effort, your skills, and your contribution to something bigger. This feeling of value fuels motivation, fosters loyalty, and ignites a desire to go the extra mile.
When team members feel proud of their work, it's not just a job; it's a reflection of their identity and capabilities. They take ownership, strive for excellence, and are more likely to be advocates for your company. This pride can stem from various sources:
Seeing the impact of their work: Knowing their contributions directly benefit customers or the company's success.
Mastering a skill and delivering exceptional results: Experiencing the satisfaction of expertise and achievement.
Being part of a team that creates something meaningful: Feeling connected to a larger purpose and shared accomplishment.
Receiving genuine recognition and appreciation: Hearing that their efforts are seen and valued by leadership and peers.
The foundation of a decent living:
While intrinsic motivation is crucial, let's not underestimate the importance of fair compensation. Making a decent living isn't just about paying the bills; it's about providing a sense of security, reducing financial stress, and acknowledging the value of their time and expertise.
When team members feel fairly compensated, it fosters a sense of respect and trust. It allows them to focus on their work without the constant worry of financial strain. A decent living looks different for everyone, but it generally encompasses:
Competitive salaries and wages: Ensuring compensation aligns with industry standards and reflects the skills and experience required.
Benefits that provide security: Including health insurance, retirement plans, and paid time off.
Opportunities for growth and increased earning potential: Offering pathways for advancement and skill development.
Fair and transparent compensation practices: Ensuring equity and clarity around how compensation decisions are made.
The Interplay: They aren't mutually exclusive
Here's the crucial point: feeling valued and proud, and making a decent living, are not mutually exclusive. In fact, they are deeply intertwined.
Imagine a team member who loves their work and feels immense pride in their contributions, but struggles to make ends meet. Eventually, that financial stress will erode their passion and sense of value. Conversely, a high salary without genuine appreciation can lead to disengagement and a feeling of being just a cog in the machine.
As leaders, our challenge is to cultivate an environment where both desires are met. This requires a conscious and consistent effort:
Actively recognize and celebrate contributions: Go beyond generic praise. Be specific about what you appreciate and how their work made a difference.
Invest in professional development: Show your team you value their growth by providing opportunities to learn and advance.
Foster a culture of appreciation: Encourage peer-to-peer recognition and make appreciation a regular part of your team interactions.
Ensure fair and competitive compensation: Regularly review salaries and benefits to ensure they are aligned with market value and reflect individual contributions.
Be transparent about compensation practices: Open communication builds trust and reduces feelings of inequity.
Connect individual work to the bigger picture: Help your team understand how their efforts contribute to the company's overall success and mission.
Listen to your team: Regularly seek feedback on how valued and compensated they feel. Be open to making adjustments based on their input.
Ultimately, building a successful and sustainable team isn't just about hitting targets; it's about nurturing the human beings behind the work. By understanding and addressing their fundamental desires to feel valued and proud, and to make a decent living, we create a workplace where people are not only productive but also engaged, motivated, and truly invested in our shared success. And that's a win for everyone.
