4 Drives A Simple Story About Motivating Employees

A Simple Story
about
the 4-Drive Modelof Employee Motivation
Kurt Nelson
©2009 The Lantern Group

Meet our protagonist…
We’ll call him “The Manager”

Meet our protagonist…
Hi!
We’ll call him “The Manager”

The Manager works for a Company

The Manager works for a Company
We make stuff!

But there is a problem…

The workers aren’t motivated…

Break’s over!

#%$#*!

The Manager needs to figure out how to increase employee motivation

The Manager needs to figure out how to increase employee motivation
But how?

He tried to get the workers excited!

Let’s go!

Get motivated!

He put motivational quotes up around the office

He tried to instill fear!

He tried to instill fear!
Get moving or you’re fired!

He even tried to “entice” them
Salary
$$$

He even tried to “entice” them
Big Bucks! I got the Big Bucks!
Salary
$$$

These “fixes” all worked for a while…

But none of them seemed to work for long

Ho Hum…
But none of them seemed to work for long

Then one day The Manager read a book

Called Driven, by Lawrence and Nohria

And it helped him figure out…what he needed to do

And it helped him figure out…what he needed to do
Eureeka!

He realized there are four main drives that impact employee motivation

Acquire, Bond, Challenge and Defend
He realized there are four main drives that impact employee motivation

And that he needed to work on all four of these drives with his employees

And that he needed to work on all four of these drives with his employees
As Lawrence and Nohria say, “every job must provide an opportunity to fulfill…all four drives.”

The drive to Acquire is about an employees need to acquire “stuff”

The drive to Acquire is about an employees need to acquire “stuff”
[ like money, things, awards, prestige ]
$$

They are motivated to Acquire this “stuff”
$$

And they’ll work hard to get it
$$

And they’ll work hard to get it…
$$

And they’ll work hard to get it…and keep it
$$

And they’ll work hard to get it…and keep it
Grrr!!!!
$$

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)
Bonus Check
$$$

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)
Utilize incentives to drive performance and create a culture of recognition and reward
Bonus Check
$$$

Bonus Check
$$$
The Manager also knows that the Acquire drive is relative

Employees will always compare themselves to others… the drive is never fully satisfied
Bonus Check
$$$
The Manager also knows that the Acquire drive is relative

Bonus Check
$$$
And you need to know what your employees think

Find out who your employees compare themselves too (this is not always obvious) and make sure that your pay and perks are comparable
Bonus Check
$$$
And you need to know what your employees think

And The Manager knows that the drive to Acquire is about more than just money
Wendy is NUMBER !

The drive to Acquire is also about prestige and status
Wendy is NUMBER !

Make sure you give credit and promote your employees achievements!
Wendy is NUMBER !

But employees also have a drive to Bond

But employees also have a drive to Bond
[ form positive social relationships with co-workers ]

Bonding is an innate drive that helps employees feel part of a group

They will go out of their way to help people in their group

Do you need any help?
They will go out of their way to help people in their group

These bonds will help to instill loyalty and engender positive emotions about the company

These bonds will help to instill loyalty and engender positive emotions about the company
What a great place to work!

So The Manager now knows that he has to foster bonding and create opportunities for social interaction
Beers on me!

Which leads to the employees identifying themselves as a team
Beers on me!

Which leads to the employees identifying themselves as a team…
Beers on me!

Which leads to the employees identifying themselves as a team…with more motivation
Beers on me!

The Manager knows that teambuilding sessions are about more than fun…

Teambuilding should provide opportunities for greater bonding and trust building

And should create a shared experience that helps build a unique and positive culture

And that celebrations actually have a business impact

And that celebrations actually have a business impact
Happy Birthday!

Of course there is the drive to be Challenged

Of course there is the drive to be Challenged
[ be inspired to learn and grow – face and overcome challenges ]

Where regular employees can become…

Where regular employees can become…
SUPER HEROES!

And by creating variety, stretch goals, new experiences, and opportunities to learn…

Companies create teams of super heroes!

Who come to work motivated and engaged!

The Manager knows that he has to ensure that his employees are constantly challenged and learning new things

The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
We are going for that

And structure the jobs and the processes so they don’t become routine and rote

And structure the jobs and the processes so they don’t become routine and rote
I’m bored

But instead they challenge the individual

Set stretch goals, assign different types of projects, job sharing, have contests, expand duties…
But instead they challenge the individual

Training classes, job shadowing, mentorships, strategic planning
And provide new learning opportunities

The last element is the drive to Defend
ACME

The last element is the drive to Defend
[ defend the company and the ideals it stands for ]
ACME

Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
ACME

Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
You talkin’ to me?
ACME

Competitive action
ACME
comp

The Economy
ACME

Rumors and negative talk
Negative information and rumors
ACME

The Manager knows that to activate the drive to Defend, employees must feel a connection to the company

And feel pride about what the company does and how it acts

This means that The Manager has to do and act the right way as well

I need to be honest and courteous – being transparent about how and what the company is doing

I need to highlight the good that we do and constantly focus on the big picture!

And I need to stick up for my team and walk the walk…

So The Manager implemented these changes and low and behold….

So The Manager implemented these changes and low and behold….motivation improved

The Company prospered…

And The Manager got promoted!

And The Manager got promoted!
Yeah!

To find out more about the 4-Drive Model
Or contact us…
Read this…
www.lanterngroup.com
612-396-6392
©2009 The Lantern Group – use permitted with acknowledgement

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4 Drives A Simple Story About Motivating Employees

by Kurt Nelson on Jun 20, 2009

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4 Drives A Simple Story About Motivating Employees — Presentation Transcript