4 Drives A Simple Story About Motivating Employees

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A simple yet fun story that highlights how the 4-drive model of motivation can be used to help motivate employees

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4 Drives A Simple Story About Motivating Employees

  1. A Simple Story<br />about<br />the 4-Drive Modelof Employee Motivation<br />Kurt Nelson <br />©2009 The Lantern Group<br />
  2. Meet our protagonist… <br />We’ll call him “The Manager”<br />
  3. Meet our protagonist… <br />Hi!<br />We’ll call him “The Manager”<br />
  4. The Manager works for a Company <br />
  5. The Manager works for a Company <br />We make stuff! <br />
  6. But there is a problem… <br />
  7. The workers aren’t motivated… <br />
  8. The workers aren’t motivated… <br />Break’s over!<br />
  9. The workers aren’t motivated… <br />#%$#*!<br />
  10. The Manager needs to figure out how to increase employee motivation<br />
  11. The Manager needs to figure out how to increase employee motivation<br />But how?<br />
  12. He tried to get the workers excited!<br />
  13. He tried to get the workers excited!<br />Let’s go!<br />
  14. He tried to get the workers excited!<br />Get motivated!<br />
  15. He put motivational quotes up around the office<br />
  16. He tried to instill fear!<br />
  17. He tried to instill fear!<br />Get moving or you’re fired! <br />
  18. He even tried to “entice” them<br />Salary<br /> $$$<br />
  19. He even tried to “entice” them<br />Big Bucks! I got the Big Bucks!<br />Salary <br /> $$$<br />
  20. These “fixes” all worked for a while… <br />
  21. But none of them seemed to work for long <br />
  22. Ho Hum…<br />But none of them seemed to work for long <br />
  23. Then one day The Manager read a book<br />
  24. Called Driven, by Lawrence and Nohria<br />
  25. And it helped him figure out…what he needed to do<br />
  26. And it helped him figure out…what he needed to do<br />Eureeka!<br />
  27. He realized there are four main drives that impact employee motivation<br />
  28. Acquire, Bond, Challenge and Defend<br />He realized there are four main drives that impact employee motivation<br />
  29. And that he needed to work on all four of these drives with his employees<br />
  30. And that he needed to work on all four of these drives with his employees<br />As Lawrence and Nohria say, “every job must provide an opportunity to fulfill…all four drives.”<br />
  31. The drive to Acquire is about an employees need to acquire “stuff” <br />
  32. The drive to Acquire is about an employees need to acquire “stuff” <br />[ like money, things, awards, prestige ]<br />$$<br />
  33. They are motivated to Acquire this “stuff” <br />$$<br />
  34. And they’ll work hard to get it<br />$$<br />
  35. And they’ll work hard to get it…<br />$$<br />
  36. And they’ll work hard to get it…and keep it<br />$$<br />
  37. And they’ll work hard to get it…and keep it<br />$$<br />
  38. And they’ll work hard to get it…and keep it<br />Grrr!!!!<br />$$<br />
  39. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)<br />Bonus Check <br /> $$$<br />
  40. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)<br />Utilize incentives to drive performance and create a culture of recognition and reward<br />Bonus Check <br /> $$$<br />
  41. Bonus Check <br /> $$$<br />The Manager also knows that the Acquire drive is relative <br />
  42. Employees will always compare themselves to others… the drive is never fully satisfied<br />Bonus Check <br /> $$$<br />The Manager also knows that the Acquire drive is relative <br />
  43. Bonus Check <br /> $$$<br />And you need to know what your employees think<br />
  44. Find out who your employees compare themselves too (this is not always obvious) and make sure that your pay and perks are comparable<br />Bonus Check <br /> $$$<br />And you need to know what your employees think<br />
  45. And The Manager knows that the drive to Acquire is about more than just money <br />Wendy is NUMBER !<br />
  46. And The Manager knows that the drive to Acquire is about more than just money <br />The drive to Acquire is also about prestige and status <br />Wendy is NUMBER !<br />
  47. And The Manager knows that the drive to Acquire is about more than just money <br />Make sure you give credit and promote your employees achievements!<br />Wendy is NUMBER !<br />
  48. But employees also have a drive to Bond<br />
  49. But employees also have a drive to Bond<br />
  50. But employees also have a drive to Bond<br />[ form positive social relationships with co-workers ]<br />
  51. Bonding is an innate drive that helps employees feel part of a group <br />
  52. They will go out of their way to help people in their group<br />
  53. Do you need any help? <br />They will go out of their way to help people in their group<br />
  54. These bonds will help to instill loyalty and engender positive emotions about the company <br />
  55. These bonds will help to instill loyalty and engender positive emotions about the company <br />What a great place to work!<br />
  56. So The Manager now knows that he has to foster bonding and create opportunities for social interaction <br />Beers on me!<br />
  57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction <br />Beers on me!<br />
  58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction <br />Beers on me!<br />
  59. Which leads to the employees identifying themselves as a team<br />Beers on me!<br />
  60. Which leads to the employees identifying themselves as a team…<br />Beers on me!<br />
  61. Which leads to the employees identifying themselves as a team…with more motivation<br />Beers on me!<br />
  62. The Manager knows that teambuilding sessions are about more than fun…<br />
  63. Teambuilding should provide opportunities for greater bonding and trust building <br />The Manager knows that teambuilding sessions are about more than fun…<br />
  64. And should create a shared experience that helps build a unique and positive culture<br />The Manager knows that teambuilding sessions are about more than fun…<br />
  65. And that celebrations actually have a business impact<br />
  66. And that celebrations actually have a business impact<br />Happy Birthday! <br />
  67. Of course there is the drive to be Challenged<br />
  68. Of course there is the drive to be Challenged<br />[ be inspired to learn and grow – face and overcome challenges ]<br />
  69. Where regular employees can become…<br />
  70. Where regular employees can become…<br />SUPER HEROES!<br />
  71. And by creating variety, stretch goals, new experiences, and opportunities to learn…<br />
  72. Companies create teams of super heroes!<br />
  73. Who come to work motivated and engaged!<br />
  74. Who come to work motivated and engaged!<br />
  75. Who come to work motivated and engaged!<br />
  76. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things <br />
  77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things <br />We are going for that<br />
  78. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things <br />We are going for that<br />
  79. And structure the jobs and the processes so they don’t become routine and rote<br />
  80. And structure the jobs and the processes so they don’t become routine and rote<br />I’m bored<br />
  81. But instead they challenge the individual<br />
  82. Set stretch goals, assign different types of projects, job sharing, have contests, expand duties…<br />But instead they challenge the individual<br />
  83. Training classes, job shadowing, mentorships, strategic planning<br />And provide new learning opportunities <br />
  84. The last element is the drive to Defend<br />ACME<br />
  85. The last element is the drive to Defend<br />[ defend the company and the ideals it stands for ]<br />ACME<br />
  86. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks<br />ACME<br />
  87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks<br />You talkin’ to me?<br />ACME<br />
  88. Competitive action<br />ACME<br />comp<br />
  89. The Economy<br />ACME<br />
  90. Rumors and negative talk<br />Negative information and rumors <br />ACME<br />
  91. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company<br />
  92. And feel pride about what the company does and how it acts<br />
  93. This means that The Manager has to do and act the right way as well<br />
  94. This means that The Manager has to do and act the right way as well<br />I need to be honest and courteous – being transparent about how and what the company is doing <br />
  95. This means that The Manager has to do and act the right way as well<br />I need to highlight the good that we do and constantly focus on the big picture!<br />
  96. This means that The Manager has to do and act the right way as well<br />And I need to stick up for my team and walk the walk…<br />
  97. So The Manager implemented these changes and low and behold….<br />
  98. So The Manager implemented these changes and low and behold….motivation improved<br />
  99. The Company prospered…<br />
  100. The Company prospered…<br />
  101. The Company prospered…<br />
  102. And The Manager got promoted! <br />
  103. And The Manager got promoted! <br />
  104. And The Manager got promoted! <br />
  105. And The Manager got promoted! <br />Yeah!<br />
  106. To find out more about the 4-Drive Model <br />Or contact us…<br />Read this…<br />www.lanterngroup.com<br />612-396-6392 <br />©2009 The Lantern Group – use permitted with acknowledgement<br />
  107. Bye! <br />©2009 The Lantern Group – use permitted with acknowledgement<br />

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