What motivational levers should be adopted for each employee?
"No matter how many times I repeat my instructions, no one follows them!"
"My colleague doesn't seem motivated; he never calls me!"
"I made a proposal to my colleague, and I thought he would be thrilled, but he wasn't!"
As a manager, have you ever said these words?
But do you adapt your management methods to the profile of your contact?
Each of your employees is unique and possesses their own motivators. You cannot therefore manage all the members of your team in the same way!
How to maintain the same guiding principle while adapting to everyone's working methods? How to engage all your employees in your company's strategy while maintaining motivation at work?
Laurence Bonhomme, KESTIO's Customer Success Director, will be with you in this webinar to share her experience and best management practices.
The goal: to enable you to identify and deploy the motivational drivers specific to each individual's functioning, in order to develop work motivation within your team!
Motivators and demotivators at work
Herzberg discusses a two-factor approach with intrinsic factors (common to all living beings) and extrinsic factors (specific to humans).
Intrinsic factors will be a source of motivation at work, while extrinsic factors will, on the contrary, be a source of demotivation.
We can list some motivators at work:
- The feeling of learning
- The feeling of belonging
- the quality of relationships
- The feeling of being useful
- The feeling of recognition
- Passion for one's profession
And demotivation:
- Money
- Micro management
- The quality of the work environment
- Routine
The meaning and the why
The golden circle by Simon Sinek.
Simon Sinek is an American-British speaker known for his work on management and motivation. In 2009, he published his best-seller, Start with Why: How Great Leaders Inspire Everyone to Take Action.
One might wonder how to explain why certain behavioral phenomena seem to occur in defiance of all logic.
He notes in particular that great leaders and great inspiring organizations all think, act, and communicate according to a model that is the opposite of what anyone else does.
He called it the Golden Circle, whose fundamental principles are as follows:
- All organizations know what they do (what they offer, their products, the actions they take, etc.).
- A certain number know how they succeed in what they do: differentiation, innovation, USP, etc.
- But very few know, and therefore consciously use, WHY they do what they do: what is the underlying cause that motivated their origin and that they still defend, what is their deepest vocation, their vital belief, etc.
- Ask your employees if it is worth working on a particular subject, mission, or activity
Communication adapted to profiles
To have an effective team full of motivation at work, you need to know how to communicate with them! Each person is different, so you have to adapt the communication according to the person's profile, this helps to understand the client, their way of thinking, feeling and functioning!
Personality styles according to Marston's DISC Model
The Puzzle DISC behavioral analysis is based on the theories of W. M. Marston. Marston developed a method to measure 4 basic emotions that are important in our life and our survival:
- D – Dominance = Red
- I – Influence = Yellow
- S – Stability = Green
- C – Compliance = Blue
Asking your team to establish their DISC profile will allow you to:
- Better know yourself with your DISC profile.
- Better understand your employee.
- To adapt your communication to each individual.
To delve deeper into these topics, feel free to explore our training on how to develop individual motivation!