Organisations face losing skilled managers by not investing in their development and failing to motivate them, new research has suggested.
The result is a disconnect between managers and leaders over the importance of motivating factors such as pay and training. Basic salary, ranked third by managers, does not even feature in the top five of organisational motivators, the survey of 800 senior and middle managers by Ashridge Business School Management found.
Total Oil was one of the companies that took part in the study. Its HR manager Brian Wilkie warned against the misconception that money was the sole motivating factor.
“Many individuals will feel that as long as they are rewarded in line with the current market, they will look for other motivational rewards including training and development.”
This is particularly true for younger “high maintenance” managers who want constant development to keep them motivated, he said.
“These talented and hungry leaders will go elsewhere if they feel they are not being properly nurtured,” Wilkie added.
Report co-author Fiona Dent said the findings had implications for HR professionals.
“Through better communication within organisations, structured and well thought out succession planning, and relevant learning and development, HR has a major part to play,” she said.
Dent said that HR professionals needed to have a clear understanding of which recognition and rewards motivated different individuals and teams within their organisation.