Are you prioritizing genuine job satisfaction or just checking the usual HR boxes? If your goal is to boost employee satisfaction, it’s time to focus on 6 work enhancing money-free principles that truly enrich the office experience.
So why do we often invest time in efforts that don’t actually move the needle on job satisfaction? Because the things that really make a difference take intention and effort. These six work-enhancing principles require more time and thought—but the payoff for both employees and the organization is significant.
These powerful principles are grounded in Frederick Herzberg’s classic work, One More Time: How Do You Motivate Employees?—a must-read article that’s worth revisiting regularly.
Chasing the Impossible?
Is it really an impossible dream to feel genuinely motivated by your work—or to know how to inspire that motivation in others? Some might think so. That’s why many people end up chasing higher pay, better benefits, stylish offices, and other perks in the search for job satisfaction. The problem? These things offer only short-term gratification.
That’s not to say they don’t matter—they do. But they won’t create lasting satisfaction. Why not? Because they don’t tap into the deeper, internal drivers that truly fuel motivation.
As mentioned earlier, the 6 work enhancing principles take effort. And honestly, it’s often easier to focus on salary and perks than to engage with what really motivates people—things like:
- Meaningful, challenging work
- Opportunities for growth and achievement
- Recognition for a job well done
The 6 Work-Enhancing Principles (GREATS)
Looking to boost motivation at work—either for yourself or for those you lead? These 6 work enhancing principles can help. Remember them with the acronym GREATS. Whether you’re in a leadership role or an individual contributor, you can apply these principles through direct action or conversations with your supervisor.
Now, a quick reality check: your supervisor might not embrace these ideas right away. That’s common. Why? Because implementing these principles can trigger concerns—fears of losing control, or anxiety that performance may dip. But here’s the good news: even applying some of these principles can make a significant difference.
If your supervisor isn’t open to any of them, it’s an opportunity to grow your own self-leadership and mindset. Let’s dive into the six principles and how they can enrich your work and the work of others:
1. Give the Complete or More of the Process
People are naturally more motivated when they have ownership. Look for ways to give someone responsibility for an entire task—or at least more of it. Let them take on manageable portions at first and gradually build their confidence. The more responsibility you give, the more freedom and self-direction they’ll need (and appreciate).
2. Reduce or Remove Controls
Even if you can’t delegate the full process, you can often loosen up the controls. Removing unnecessary oversight gives people more autonomy, helping them feel trusted and engaged. These first two principles are about ownership—shifting work from “just doing tasks” to making the work their own.
3. Enable New Task Choice
Great leaders develop people. One powerful way to do that is by providing variety and choice. Whenever possible, let people select new or more complex tasks. This reveals their hidden strengths, helps them grow, and encourages initiative.
People crave challenge—but the right amount. Too much, and they’re overwhelmed. Too little, and they’re bored. Offering choices with varying degrees of difficulty helps people build confidence and feel capable.
4. Assign Specialized Tasks
Exceptional leaders pay attention. They notice people’s skills, talents, and potential. One way to bring out the best in someone is to assign them a specialized task—something that lets them become the go-to expert on a tool, process, or technique. This not only boosts their value to the team, but also deepens their engagement.
5. Transmit Information Directly
Immediate feedback makes work more meaningful. Whenever possible, set up systems or processes that provide direct, real-time input—whether it’s from you, from peers, or from the work itself.
Sadly, some managers think they need to act as gatekeepers for all information. But hoarding feedback limits progress. Think of it like a spell checker—you don’t wait for someone else to tell you there’s a typo. The software gives you instant correction. Apply that same principle to feedback: let people know how they’re doing, right away.
6. Structure and Encourage Teamwork
People want to belong. Countless studies show that strong teams foster engagement and satisfaction. Build a “we” culture, not a “ME” culture. This takes effort—cultivating shared values, respectful behavior, accountability, and self-leadership—but it pays off.
Also, don’t forget the bigger picture. Help each person see how their role connects to the organization’s purpose. That sense of meaning fuels motivation and pride in the work.
Final Thoughts
These 6 work-enhancing principles rarely require money to implement. What they do require is intention, awareness, and effort. But the return—for individuals, teams, and the organization—is well worth it.
Give them a try. And if you do, I’d love to hear what works (or what doesn’t) for you. The goal—both for me and hopefully for you—is to learn how to motivate others not through fear or reward, but through purpose, growth, and ownership.