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78 percent

By Dennis McCafferty

78 percent

78 percent of respondents say having interesting work to do is a significant or top motivator&#151the most-cited factor.

Other top work motivators (percent respondents)

Autonomy (73 percent)Work/life balance (68 percent)Base compensation (68 percent)Relationship with boss (66 percent)Job security (64 percent)

43 percent

43 percent of respondents over age 45 cite job security as a top motivating factor, compared to just 12 percent of those under age 45 who agree.

29 percent

29 percent of respondents over age 45 say base compensation is a top motivating factor, compared to 14 percent of those under age 45 who agree.

66 percent

66 percent of respondents under age 45 say employee development is a top motivator or at least has a significant impact, compared to only 33 percent of those over age 45 who agree.

23 percent

23 percent of those over age 45 indicate that bonuses for specific achievements is a top motivating factor, in contrast to only 11 percent of those under age 45 who feel the same way.

Three takeaways:
1.

Increase motivation through creative role design that promotes autonomy. Allow employees to take ownership by making their own roles more interesting.

Three takeaways:
2.

Increase motivation through creative role design that promotes autonomy. Allow employees to take ownership by making their own roles more interesting.

Three takeaways:
3.

Increase motivation through creative role design that promotes autonomy. Allow employees to take ownership by making their own roles more interesting.

This article was originally published on 02-23-2011