Looking for a company where motivational techniques are effectively applied? Look no further than the Container Store.

What's the secret to hiring highly motivated people who feel their company is the country's best? First, you need good products. Employees are motivated when they know that the products they sell are helpful to consumers and top quality. Second, you have to empower workers to do what they can to exceed customer expectations, even if that means having them go out in the parking lot to give a customer a driving lesson.

One of the cornerstones at the Container Store is: Hire Great People. Management believes that one great person is worth three good people. They cite famed home-run hitter Babe Ruth, who hit 56 home runs in one year; the second-best home-run hitter hit only 13. A great player may be worth more than four times what a good player is worth. The challenge is to find and keep great workers. The Container Store often does that by hiring part-time people and then motivating the best of them to stay.

Workers must be taught to provide astonishing levels of customer service. One such case is the worker who loaned her car to a stranded customer. How do you encourage such outstanding service? Management at the Container Store knows motivational principles. They know, for example, that Frederick Taylor looked at workers as if they were machines to be programmed, and that such a style is no longer effective in most organizations. They also know that Elton Mayo introduced a more human-based form of motivation.

It's clear that the store uses Maslow's needs hierarchy. Wages paid are above the industry standard, meeting the physiological needs of workers. Safety needs are met by tolerating mistakes and urging employees to do what's necessary to please customers. Employees also feel secure because the store emphasizes proper values, including integrity, honesty, and open communications. Good employees are recognized for their contribution and the social atmosphere is one of “family.” It's clear the Container Store used McGregor's Theory Y concepts.

Herzberg claims that a good job environment is not a motivator; it is considered a hygiene factor (i.e., it doesn't motivate workers if it is present, but causes dissatisfaction if missing). Container Store employees place a high importance on the job environment, including the quality of their coworkers. This implies that people like to work with others who are equally motivated and responsible. This also fits into Maslow's level of social needs. The Container Store focuses on job enrichment. Employees are trained to do a variety of jobs that help prepare them to become managers when openings are available. The store uses daily coaching so employees can understand and implement management by objectives. The store also uses open communication to stress that good work will be rewarded. That includes peer-to-peer communication where everyone helps everyone else to do the best job possible.

In short, the Container Store uses a humanistic approach coupled with empowerment, strong values, cross training, and open communication to motivate employees to the point where they will continue to be one of the best companies to work for.

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Working for the Best - The Container Store

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1			What have you learned from this video thatcould be used by any firm seeking a motivatedworkforce that loves working for the business?
2			There is some debate whether or not moneyis a motivator. If you were offered twice asmuch pay, would you or could you work twiceas hard?
3			What has motivated you to do a great job andwhat has discouraged you from doing yourbest?
4			What can you do to increase your selfmotivation?Does it always help working withself-motivated people who do quality work?