...and How to Get Results and Happy Highly Motivated Employees with Input.

I’m sure you also think input is great and we should benefit from participation and leverage on the collective knowledge and power of all meeting participants. There are many reasons why. In this post we focus on the top reasons why you should get input for your decision making process.

Here is our top 2 reasons why you should ask input:

  • Results
  • Happy highly motivate employees

How to get results with input

The main reason why input is great for better results is that “2 people know more than 1”. Looking at more angles during decision making increases the quality of the decision with in turn will have great effect on your organisation. Companies hire very experienced executives to help them guide towards the future and make the right decision. Good decision making is a really valuable skill.

What about input in meetings?

Let’s start why you do want participants to give input. It’s basically in the word, participants, isn’t it? I mean, where is the value and joy in listening to long one-directional monologues? The truth: most of the time there is no value. Participant should participate. Each and everyone is different and has different qualities, knowledge and experiences. This can be of enormous value in the decision making process if you are aiming for “making the best decisions”.

How to get happy highly motivated employees with input

How does input relate to highly motivated individuals? Let’s start with a test. Choose one of the following: A): I expect people to complete tasks as they are assigned, “just do it”. B): I want people to feel responsible for what they do.
Here’s how input relates to motivation and responsibility:

Motivation vs motivation

Basically, motivation comes in 2 types: intrinsic- and extrinsic motivation. Intrinsic motivation is when you do something because you like it or find it interesting; it is triggered by you as a person. Extrinsic motivation is when you do something to avoid negative consequences or for external rewards. It is triggered by something outside yourself. Intrinsic motivation generally accepted as the most positive, powerful and long lasting of the two.

Responsibility and motivation

Feeling responsible is about internally wanting, committing to the responsibility. You could say that it is the type of motivation that distinguishes “being responsible” from “feeling responsible”.

Relation between input and highly motivated individuals

I think by now we established that highly motivated individuals are the people that are intrinsically motivated for the things they do. They feel responsibility and act accordingly. Holding them away (not giving the opportunity to input) from the thing they feel responsible for, brings them in an personal dilemma: On the one hand they want to be responsible on the other hand they have (very) limited possibilities to perform this responsibility well. Take a moment and look back at your personal experience. How did you feel?

This brings me to the conclusion: If you allow people to give their input on things they feel/are responsible for their motivation will increase, disallowing them to give input will most likely decrease their motivation.

Happy Meetings!