Individualizing motivation strategies Tutorial

Unlock the secret to team success in "Individualizing Motivation Strategies." Discover how to tailor your approach to what truly drives each employee. Individual interviews, probing questions, and collective discussions pave the way to an energized and motivated workplace. Don’t miss this chance to transform your team's dynamics and performance!

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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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stimulate,

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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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in this video.

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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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Ask them

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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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but dig deeper.

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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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transmitting,

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safety and security,

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recognition,

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the challenge,

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being visible,

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diversity,

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harmony,

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autonomy,

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clear objectives,

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novelty,

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being.

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Leader,

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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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feeling useful,

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a mission that makes sense,

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feeling supported,

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the concrete,

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doing together,

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expertise,

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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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From your part,

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day after day,

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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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Yes,

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I'm also talking about demotivation.

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In fact,

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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,

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files,

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situations that satisfy you the least?

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You will sometimes learn more from the answers to this question by digging deeper,

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of course.

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Let's talk now

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about collective and individual motivation.

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You have made motivation your current issue this quarter

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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

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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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Then

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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.

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Mary will tell you that it is meetings that are too long

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that cost Andy the most,

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and Andy could confirm or not.

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A round table discussion on the subject with openness and without judgment,

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you have to manage that

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can be both fun and intense.

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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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to go further.

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You can extract from this precious collective sharing time

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the five values of your department

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and display them.

Mandarine AI: WHAT YOU SHOULD KNOW