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roadmap to always do better and sometimes to achieve the impossible,
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because that is what is asked of them.
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They are expected to motivate,
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and energize the team so that it gives the best of itself.
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One of the keys available to the
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manager is to individualize their motivation strategies,
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operating instructions
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Our employees are different.
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They are not motivated by the same things.
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They are not like us.
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Maybe you like stability,
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but they are happy with diversity.
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Maybe you like to innovate when they prefer to monitor.
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Start with an individual interview.
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Do you know what motivates each of them?
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Have you asked them?
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Did you really ask them?
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Here are several ways to explore the question and why not
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make personalized employee motivation one of your priorities for the quarter.
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Take advantage of a one on one time to put the topic of motivation on the agenda.
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what makes you get up in the morning to come to work.
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Of course the notion of money is essential and that's normal,
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It's not just about salary and bonuses.
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What makes you more motivated some mornings?
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What do you enjoy most about your work?
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What are the tasks projects that motivate you the most?
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Don't stop at three all-purpose answers that anyone could say.
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If your employee is out of ideas,
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give examples if necessary.
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Also give your point of view if it can make people talk,
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talk about what motivates you as well.
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Push them to respond in concrete terms.
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Ask them to tell you about assignments they have enjoyed.
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Relate your four questions to the real world,
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to current files,
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to past and future projects.
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When your employee mentions the jobs and projects they appreciated the most,
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ask them to tell you in detail about these
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projects and analyze together why they are so satisfied.
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If you think that they are not ready to answer these four questions immediately
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or if you think that further investigation is
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needed to better understand their motivational levers,
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you can suggest that they think about it by themselves
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and then to meet and share it again
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the following week.
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Send them your questions by email.
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Don't give up too quickly when your employee is stumped on the questions.
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It's probably new for them
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to ask the question of motivation in depth.
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List the main individual sources of motivation.
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Here is a list of verbatim statements that you can use in your motivation interviews
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loving to learn,
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safety and security,
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clear objectives,
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the contents of some files,
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self-realization,
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a rigorous framework,
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sharing with colleagues,
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a mission that makes sense,
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feeling supported,
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solving problems,
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being in direct contact with the client.
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At the end of this step,
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complete a list of 10 satisfaction criteria for each of your employees.
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observe the enthusiasm,
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the decreases and increases in motivation of your employee.
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What you have observed will help you to
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complete and confirm the list of satisfaction criteria.
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Mirror what you have observed.
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Confirm with your employee if you have correctly interpreted their enthusiasm or
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their demotivation.
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I'm also talking about demotivation.
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another golden question will allow you to
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complete the list of motivational levers.
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What are the tasks,
00:04:11
situations that satisfy you the least?
00:04:14
You will sometimes learn more from the answers to this question by digging deeper,
00:04:22
about collective and individual motivation.
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You have made motivation your current issue this quarter
00:04:30
and want to deal with it as a team as well.
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Present to the team the main categories of motivation that you deducted
00:04:38
from your individual interviews.
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You can also use the list I have described above as a guide.
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ask each employee with which motivational levers they identify the most.
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And he will tell you that he is motivated by innovation.
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Also ask them what demotivates them the most.
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Mary will tell you that it is slow decision making processes.
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Play with the list.
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Go deeper in the investigation.
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Ask them in which category of motivation they think their coworkers are.
00:05:12
Mary will tell you that it is meetings that are too long
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that cost Andy the most,
00:05:17
and Andy could confirm or not.
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A round table discussion on the subject with openness and without judgment,
00:05:25
you have to manage that
00:05:27
can be both fun and intense.
00:05:29
In order to work collaboratively,
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it is a real asset for the team if everyone knows
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what motivates and demotivates the colleague in the office next to yours
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You can extract from this precious collective sharing time
00:05:46
the five values of your department
00:05:48
and display them.
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