Earlier in 2020, our work style and work environment had changed drastically. On the one hand, the sudden introduction of remote work regime felt like a relief for some professionals who needed to perform complex tasks that required little interaction with peers. On the other hand, many felt burdened while tackling challenges such as inadequate space at home for work, sharing workspace with family, and juggling overlapping responsibilities. 

Today, the scenario has changed again. Many have resumed working from the office, some are still testing it out with hybrid models of flexible work arrangements, while for others, remote working is still in place. These uncertain and disparate arrangements, and the changing workplace can make it quite challenging to maintain our rhythm. This is true even for those who have taken these changes in stride. 

This brings us to a critical question: how does one keep themselves motivated while navigating these new work environments? 

Since deadlines and commitments aren't always motivating, it is the need of the hour to understand what motivates us in times of unpredictability and change. According to Herzberg's "Motivator- Hygiene Theory", motivating factors can be divided into two categories: 

• Motivating Factors: characteristics of work itself 

• Hygiene Factors: surrounding context 

External motivation (e.g., taking part in an activity to gain a reward) occurs on the hygiene level, when individuals feel driven by something outside of the work, such as promised rewards or incentives. The theory suggests that when strong external motivators are associated with work, intrinsic motivation (e.g., taking part in an activity because you enjoy doing it) will decline as more stress is placed on external factors. When these external factors are not present, the inherent nature of work becomes meaningless. Adding more personal value and meaning to work can generate intrinsic motivation and help one resonate with their work on an intellectual and emotional level.

So how can we ensure our work motivates us? 

Here are a few simple, yet often overlooked, methods that one can use for motivating themselves in the long run: 

• Effective communication: As with all things in business and relationships, communication is key to long-term success. As we return to work in an unfolding scenario, it is essential to ensure we communicate with our co-workers and seniors with clarity, build more empathetic relationships and create a feeling of being a part of a larger organisation. This also holds for those working remotely, who are still spending significantly less time in the physical office environment. 

• Acknowledging your own and peers' efforts: Make it a point to ensure you recognise your efforts and achievements and become more mindful of recognising your colleagues' efforts. Becoming more aware of the struggles endured by ourselves and others helps us in mapping our efforts as teams and as an organisation, adding more meaning to the work we do. 

• Clarify goals: To do meaningful work, one needs clarity regarding objectives and company goals. They also need to set clear goals concerning their deadlines, projects, and long-term commitments. Seeking clear instructions and creating short-term goals and feedback can help track their growth and direction towards their long-term goals. 

• Keep coordination of job functions at the forefront: While working from the office, employees generally know and understand workflow processes. For those who are returning to the office now, these processes may take some time to be up and running again. In comparison, remote workers don't have the same constant feed of information from supervisors coming by their desks or general updates through the cubicles. Therefore, improving team interactions, providing updates and actively communicating expectations and feedback would result in a more engaged employee. 

• Time management: How well we allocate time for our daily activities has become a key factor in determining our motivation, especially in remote-working and flexi-work arrangements. We are independent to follow different schedules and timings, yet still, find very little time to indulge in physical and emotional well-being. Providing employees with tools and training that can help workers better manage their time is a great motivator.  

• Healthy boundaries: Employees often find it challenging to maintain boundaries between work and non-work. Building clear boundaries, time slots for work and personal life will help us manage these two aspects of our lives better. Taking some "time out" for ourselves from work can also help connect better with loved ones and rejuvenate ourselves. 

• Creating meaningful tasks: Asking ourselves "why" this work is critical, and finding a sense of purpose in everyday tasks will help us create value in our work. Reminding ourselves of the greater purpose behind our work will also allow us to enhance our intrinsic motivation. 

As we brace ourselves for newer, more dynamic ways of working, these strategies can help us maintain our motivation and help us find meaning in our work. Apart from this one can always improve their communication skills, express themselves better and seek help from those around them as ways of being more productive at work. 

References:
Tan Teck Hong & Amna Waheed (2011): Herzberg's Motivation-Hygiene Theory and Job Satisfaction in the Malaysia Retail Sector: