Herzberg's Two-Factor Theory in Project Management

What is a proven way to keep your project team motivated and happy? One of the most popular
approaches is Herzberg’s two-factor theory.

Herzberg’s two-factor theory is a well-known concept in the field of human resource management
and organizational behavior. This concept puts forward two factors that motivate employees: job
satisfaction and job dissatisfaction.

While these might seem like opposites, they work together in a cycle. For example, when an
employee is unhappy with their job, they may exhibit low performance or consider quitting the
company. On the other hand, satisfied employees feel content with their work, perform better,
and stick with the company for longer.

Understanding this theory can help managers create a positive work environment and improve
employee performance.

In this article, we’ll provide an overview of Herzberg’s two-factor theory and how it works. We’ll
explore the two categories of factors that influence employee satisfaction and motivation, known
as hygiene factors and motivators. Additionally, we’ll provide examples of how to apply this theory
in the workplace to improve employee engagement and retention. And, if you’re looking for a tool
to help you manage your projects, you can read more about Wrike’s project schedule template.

What is the two-factor theory?

The two-factor theory is a concept that states the factors that affect an individual's satisfaction
and motivation level. These two factors are:

Job satisfaction (affective/hygiene)

Job dissatisfaction (motivational)

When American psychologist Frederick Irving Herzberg developed this theory in 1968, it quickly
became the most requested article in the Harvard Business Review. Herzberg believed that these
two factors impacted employees' performance in different ways.

Both effective and motivational factors tend to influence people differently. Even as an individual
is satisfied with their role, they may not be motivated enough to work towards their goals.
Let’s see how project managers can put this theory to work to ensure higher employee morale and
improved productivity.

Example of the two-factor theory

Let's take a look at an example of how two-factor theory can be used in the workplace. Let's say a
member of your team comes to you with an issue — another team member is not pulling their
weight in a project. They ignore deadlines and proper processes for work, and have a dismissive
attitude when pressed about why they're losing steam. You're faced with a dilemma about how to
get this team member back into a good frame of mind for the project.

According to Herzberg’s two-factor theory, this can be fixed by considering what motivates the
team members. Simply put, people will act out when they feel like something is missing (i.e.,
dissatisfaction) or when they feel good about themselves (i.e., recognition).

If we want this hypothetical team member to stop acting out, then it may be time to look at how
well their needs are being met by the company.

Hygiene factors

Hygiene factors are the elements of a job that satisfy basic needs: security, pay, fairness, and
working conditions. When these needs are met, employees feel comfortable and satisfied with
their roles. Here are some examples of hygiene factors:

1. Salary and benefits: How well an employee's basic needs are met, such as pay and insurance
2. Job security: The amount of control the employer has over keeping the position filled
3. Work environment: The amount of stress and travel required, as well as the office
environment (temperature, cleanliness, basic hygiene)
4. Job policies: How an employee's day-to-day activities are controlled
5. Supervisory practices: How well the employees are managed
6. Company policies and administration: The way policies are set up in the organization
7. Company reputation: The reputation of an organization outside of the company walls, such as
with suppliers and business partners

Herzberg motivators

Motivational factors are the key job elements that motivate people to stay and grow in a role.
When these needs are not fulfilled, the project team may become dissatisfied with their jobs. They
may want more challenging roles that allow them to grow professionally, learn new skills, or
manage greater responsibilities.

Here are a few examples of motivators as per Herzberg’s two-factor theory:

1. Achievement: The sense of accomplishment at the end of a project or task

2. Recognition for accomplishments: Being acknowledged for their work or contributions to
the organization that go above and beyond their job duties, whether that’s through a
raise, promotion, or important assignment
3. Advancement: The opportunity to be promoted within the organization
4. Creativity: The ability to think outside the box to solve problems or come up with new
ideas
5. Variety: A change in work assignments, projects, or duties
6. Independence: The ability to make their own decisions
7. Interesting work: Tasks are stimulating and keep them interested
8. Responsibility: The opportunity to take on bigger project roles, more duties, and higher
levels of confidentiality
9. Accomplishment: The ability to accomplish a given task within the set deadline
10. Personal development: The opportunity to upskill by learning new skills, improving
existing ones, and attaining certifications
11. Interpersonal relationships: The ability to interact with other employees or clients
positively and build long-term relationships
12. Status: Being seen as a leader in the organization, giving orders, and seeing those orders
carried out