Daniel Pink on Employee Compensation and Engagement

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Daniel Pink

(CC) Guy Holden Photographer/Wikimedia Commons

On Monday night, “Drive” author Daniel Pink participated in the #HRBookChat Twitter chat; his insights on employee compensation and engagement were especially apt. The one-hour chat produced too much excellent information to distill in a single post; look for a follow-up post with Part 2 of the chat.

Update: Read my follow-up post on Pink’s recommendations for a results-only work environment here.

The Three Drives

Pink kicked off the chat by introducing the three drives and how they relate to various times in mankind’s history.

Employee Compensation and Motivation

Pink then answered questions about how the recession has affected the modern employee’s perception of purpose versus pay. The nature of people’s jobs, not the business cycle, is what drives motivation, Pink argued; however, he also acknowledged the role money plays in anyone’s motivation:

Later on, the chat returned to the concept of money as a motivator. Money matters, but when it comes to motivation, it isn’t a black-and-white issue.

A participant responded to this last tweet that “enough” could mean a lot of money. Pink’s response:

Employee Engagement: “Purpose” versus “purpose”

Daniel Pink also introduced the concepts of Purpose, or changing the world, and purpose, or how your work contributes to a larger whole. Both influence employee motivation in different ways.

I’ve echoed Pink’s sentiments on giving context to employees, so this was a welcome tweet to read.

If you’d like to read all of Pink’s tweets from the #HRBookChat, check out my Storify. My next post will tackle Daniel Pink’s thoughts on a results-only work environment, or ROWE, and how HR professionals can institute one.

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