Bd3.7.12 medilink motivation and retention (submitted v1)

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Bd3.7.12 medilink motivation and retention (submitted v1)

  1. 1. How to Motivate and Retain an Exceptional Team Nicky Spencer Managing Consultant Accomplice Motivation and Retention © accomplice 1
  2. 2. Know about … • Motivation and its place in staff retention • Foundations for motivating exceptional teams • Role of the team leader as team motivator Motivation and Retention © accomplice 2
  3. 3. Motivation and Its place in Staff (Team) Retention Motivation and Retention © accomplice 3
  4. 4. Why’s Motivation Important? • Motivated staff – look for better ways to do a job – are more oriented towards quality. – are more productive – are happier and stay longer • Motivate team – Does all, even more so: “2 + 2 = 5” Motivation and Retention © accomplice 4
  5. 5. Some Theories on Motivation Acquired Needs Theory: we seek power, Expectancy Theory: We are motivated by desirable achievement or affiliation. things we expect we can achieve. Affect Perseverance: Preference persists after Extrinsic Motivation: external: tangible rewards. disconfirmation. Goal-Setting Theory: different types of goals motivate us differently. Attitude-Behavior Consistency: factors that align Intrinsic Motivation: internal: value-based rewards. attitude and behavior. Investment Model: our commitment depends on what we Attribution Theory: we need to attribute cause, have invested. that supports our ego. Opponent-Process Theory: opposite emotions interact. Cognitive Dissonance: non-alignment is Positive psychology: What makes us happy. uncomfortable. Reactance Theory: discomfort when freedom is Cognitive Evalution Theory: we select tasks threatened. based on how doable they are. Self-Determination Theory: External and internal motivation. Consistency Theory: we seek the comfort of Self-Discrepancy Theory: we need beliefs to be internal alignment. consistent. Control Theory: we seek to control the world Side Bet Theory: aligned side-bets increase commitment around us. to a main bet. Disconfirmation bias: Agreeing with what Transtheoretical Model of Change: Stages in changing supports beliefs and vice versa. oneself. Drive Theory: We seek to satisfy needs. Source: http://changingminds.org/explanations/theories/a_motivation.htm Endowed Progress Effect: Progress is motivating. ERG Theory: We seek to fulfill needs of existence, relatedness and growth. Escape Theory: We seek to escape uncomfortable realities. Motivation and Retention © accomplice 5
  6. 6. if you’re looking for perfect theory around motivation – stop now! It’s complicated – but we have some valuable insights. Motivation and Retention © accomplice 6
  7. 7. Maslow’s Hierarchy of Needs Five levels to be satisfied at work Self Actualisation McGregor’s “Y” Fulfil Potential Hertzberg’s Motivators “about the job” Esteem Recognition Status Self-esteem / Respect Social Sense of Belonging Escape loneliness; Love and be loved McGregor’s ‘X’ Safety Hertzberg’s Security – Protection - Stability Hygiene Factors Physiological “surround the job” Shelter – Hunger – Thirst Motivation and Retention © accomplice 7
  8. 8. Two Types Motivation • Intrinsic motivation – internal, because something either brings them pleasure, it’s important or significant e.g. the need for approval, independence, stability, power, peers relationships, social standing/importance • Extrinsic motivation – external, people are compelled to do something or act a certain way because of factors outside of themselves e.g. money, rewards, accolades, good grading … competition, punishments, restrictions, coercion. Motivation and Retention © accomplice 8
  9. 9. In short: the end goal must be worth the effort invested in getting there Motivation and Retention © accomplice 9
  10. 10. Application to Retention (it’s all in the balance) The Team Member: needs, ambitions, drives … lifestyle, personality Competitive Offer Your Offer Process of attainment & Their Company Your Company transition The Service/ Product Your Service ……… Your Team Their Team Your Role Their Role External factors: labour market – sector and role (and how you manage it) Motivation and Retention © accomplice 10
  11. 11. Foundations for Motivating Exceptional Teams Motivation and Retention © accomplice 11
  12. 12. Foundations for Motivating Your Team CAPACITY POSITION Team Remit Resources Corporate role Individual External links Team Delivery Well-being Innovation Culture Leadership Learning ENVIRONMENT PERFORMANCE Motivation and Retention © accomplice 12
  13. 13. How well is your team doing? Rem it 100 Resources 75 Corporate Role 50 25 Individual 0 External Links -25 -50 -75 Team -100 Delivery Well-being Innovation Culture Leadership Learning Assess and build it together. Motivation and Retention © accomplice 13
  14. 14. Role of the Team Leader as Team Motivator Motivation and Retention © accomplice 14
  15. 15. Team Leader as Motivator • Understand how team members are motivated • Manage motivational factors to retain talent • Secure the foundations of an ‘exceptional’ team • Live out the Team mandate in public and private • Encourage potential and leadership: fairness and flexibility according to each situation, task and individual • Balance concern for people with the product or service that you must deliver. Motivation and Retention © accomplice 15
  16. 16. Know more • Motivation and its place in staff retention • Foundations for motivating exceptional teams • Role of the team leader as team motivator Learn More www.accomplice.uk.com/products/teams Motivation and Retention © accomplice 16

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