WHAT IS THE BEST WAY to drive innovative work inside organizations? Important clues hide in the stories of world-renowned creators.
ItturnS out that ordinary scientists, marketers, programmers, and other unsung knowledge workers, whose jobs require creative productivity every day, have more in common with famous innovators than most managers realize. The workday events that ignite their emotions, fuel their motivation, and trigger their perceptions are fundamentally the same.
The Double Helix, James Watson's 1968 memoir about discovering the structure of DNA, describes the roller coaster of emotions he and Francis Crick experienced through the progress and setbacks of the work that ...view middle of the document...
And the more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run. Whether they are trying to solve a major scientific mystery or simply produce a high-quality product or service, everyday progress--even a small win--can make all the difference in how they feel and perform.
The power of progress is fundamental to human nature, but few managers understand it or know how to leverage progress to boost motivation. In fact, work motivation has been a subject of long-standing debate. In a survey asking about the keys to motivating workers, we found that some managers ranked recognition for good work as most important, while others put more stock in tangible incentives. Some focused on the value of interpersonal support, while still others thought clear goals were the answer. Interestingly, very few of our surveyed managers ranked progress first. (See the sidebar "A Surprise for Managers.")
If you are a manager, the progress principle holds clear implications for where to focus your efforts. It suggests that you have more influence than you may realize over employees' well-being, motivation, and creative output. Knowing what serves to catalyze and nourish progress--and what does the opposite--turns out to be the key to effectively managing people and their work.
In this article, we share what we have learned about the power of progress and how managers can leverage it. We spell out how a focus on progress translates into concrete managerial actions and provide a checklist to help make such behaviors habitual. But to clarify why those actions are so potent, we first describe our research and what the knowledge workers' diaries revealed about their inner work lives.
Inner Work Life and Performance
For nearly 15 years, we have been studying the psychological experiences and the performance of people doing complex work inside organizations. Early on, we realized that a central driver of creative, productive performance was the quality of a person's inner work life--the mix of emotions, motivations, and perceptions over the course of a workday. How happy workers feel; how motivated they are by an intrinsic interest in the work; how positively they view their organization, their management, their team, their work, and themselves--all these combine either to push them to higher levels of achievement or to drag them down.
To understand such interior dynamics better, we asked members of project teams to respond individually to an end-of-day e-mail survey during the course of the project--just over four months, on average. (For more on this research, see our article "Inner Work Life: Understanding the Subtext of Business Performance," HBR May 2007.) The projects--inventing kitchen gadgets, managing product lines of cleaning tools, and solving complex IT problems for a hotel empire, for example--all involved creativity. The daily survey inquired about participants' emotions and moods,...