What motivational levers should be adopted for each employee?
"No matter how many times I repeat my instructions, no one respects them!"
"My collaborator doesn't seem motivated, he never calls me!"
"I made a proposal to my collaborator, I thought he was going to be delighted when he wasn't!"
As a manager, have you ever said these words?
But do you adapt your management methods to the profile of the person you're dealing with?
Each of your employees is unique and has his or her own motivating factors. So you can't manage every member of your team in the same way!
So how do you keep to a single guideline while adapting to everyone's way of working? How can you involve all your employees in your company' s strategy while maintaining motivation at work?
In this webinar, Laurence Bonhomme, Customer Success Director at Kestio, shares her experience and best management practices.
The objective To enable you toidentify and deploy the motivational levers that are specific to the way each person works, in order to develop your team's motivation at work!
Drivers of work motivation and de-motivation
Herzberg speaks of an approach bifactorial with intrinsic factors (specific to all living beings) and extrinsic factors (specific to man).
Intrinsic factors are a source of motivation at work, while extrinsic factors are a source of demotivation.
We can list a few motivational levers at work:
- The feeling oflearning
- A sense ofbelonging
- the quality of relationships
- The feeling of being useful
- The feeling of recognition
- A passion for his craft
And demotivation:
- Themoney
- Micro management
- The quality of theworking environment
- The routine
Meaning and why
The Golden Circle by Simon Sinek.
Simon Sinek is a British-American lecturer renowned for his work on management and motivation. In 2009, he published his bestseller, Start with Why: How Great Leaders Inspire Everyone to Take Action.
This leads him to wonder why certain behavioral phenomena seem to take place in defiance of all logic.
In particular, he notes that great leaders and inspiring organizations all think, act and communicate in a way 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're doing (what they offer, what they do, etc.).
- A number of them know how to succeed at what they do: differentiation, innovation, USP, and so on.
- But very few know, and therefore consciously use, WHY they do what they do: what is the deep-rooted cause that motivated their origin and that they still defend, what is their deep-rooted vocation, their vital belief, and so on.
- Ask your employees whether it is worthwhile to work on a particular subject, mission or activity.
Profile-based communication
To have an efficient and motivated team at work, you need to know how to communicate with them! Every person is different, so you need to adapt your communication to the person's profile. It's all about understanding the customer and how they think, feel and operate!
Personality styles according to Marston's DISC Model
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 to our life and survival:
- D - Dominance = Red
- I - Influence = Yellow
- S - Stability = Green
- C - Conformity = Blue
Asking your team to draw up their DISC profile will enable you to :
- Get to know yourself better with your DISC profile.
- Understand your colleagues better.
- To adapt your communication to each individual.
To find out more about these topics, take a look at our training course on developing individual motivation!
