Behavior Matters!

Harnessing the power of behavioral science to improve how organizations, leaders, and people work

Tag: Employee Engagement (Page 2 of 4)

A New Motivational Model Using the 4-Drives: Upcoming in 2011

Ok, this is a little bit of a teaser…we are in the process of doing a major overhaul of how we look at the 4-Drive Model.  We’ve talked about the need to update this model before (see here and here).  We are underway in getting that developed and should be launching it the first quarter of 2011.

Here is a sneak peak…the four main motivations as we’ve defined them are now renamed and constitute different elements:

1.  Personal Motivation- focus on the intrinsic motivators that we have and encompasses the Drive to Challenge & Comprehend

2. Reward Motivation- focus is on the extrinsic motivators that we have and encompasses the Drive to Acquire & Achieve

3. Social Motivation- focus is on the social drives that motivate us and includes the Drive to Bond & Belong

4. Passion Motivation (this name is still being hotly debated – but for now its what we are running with)… – focus is on the motivational element of purpose and passion – including defending one’s honor and tribe

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How Well Does Your Organization Stack Up? Guest blog by Paul Schoening

As the hiring outlook improves with anticipation of the new calendar year on the horizon, election dust settling and corporate tax liability gaining clarity, the talent exodus will begin in next few months.

Are you ready?

If your organization has not installed proactive mitigation efforts, you could lose your best talent over the next 2 quarters (in other words, if your not doing something now, you’re going to pay for it later).  Successful recession recovery strategy should not ignore the critical variable of having the best talent on-board as well as engaging the “survivors”, lest ye not forget;

“High-commitment organizations outperform low-commitment organizations by 47%”

Watson Wyatt

“Engaged  employees are 43% more productive.”

The Hay Group

Our research shows that engaged employees can increase your financial position by almost 200% while disengaged employees can decrease your financial position by almost 25%.

http://www.globalstrategicmgmt.com/engaged- employees.

“In high-growth organizations, 84% of employees know where the organization is headed. In low-growth organizations, only 52% do.”

In Momentum

“Dependence  on remote forms of communication has left many younger workers bereft of interpersonal skills.:

Fast Company

“Camaraderie  between co-workers fuels much more than new business leads – relationships are also key drivers for recruiting, engagement and retention.”

Talent Management Magazine

Must we go on with the quotes? These are some pretty credible sources I might add.

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Finding Motivation – the 4-Drive Model of Employee Motivation

New slideshare.net presentation…hope you enjoy!

[slideshare id=5659762&doc=findingmotivation-astoryaboutmotivatingemployees-101103163906-phpapp02]

Survivor: Corporate America edition – Guest blog by Paul Schoening

Survivor “Damn Lucky”

Counter-intuitively, organizations tend to find difficulty prioritizing their employee engagement efforts during challenging environments. In fact, during this recession many have executed a status quo strategy, which communicates to their single greatest resource that you are “damn lucky to still be here”. Take a moment to think about this – has this been your organizations approach to engagement?

Therein lies the issue! If we tell our recession survivors they’re lucky to have a job and yet we label them our greatest remaining resource, we are sending mixed messages.

My Story

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Employee Engagement: Why Your Employees Have Become Unfaithful – Guest post by Paul Schoening

Engement Employee engagement health is at its worst levels in decades. Loyalty between employees and organizations has been damaged through this most recent recession as a result of massive workforce reductions, increased stressed on the “survivors” with no prospect of reward post-recovery. We’ve lost perspective of what “engagement” really means, therefore we must remind ourselves of the definition of “Engagement”:

An engagement is a promise to marry, and also the period of time between proposal and marriage – which may be lengthy or trivial. During this period, a couple is said to be affianced, betrothed, engaged to be married, or simply engaged. Future brides and bridegrooms are often referred to as fiancées or fiancés respectively (from the French word fiancé). The duration of the courtship varies vastly.

Source Wikipedia, September 2010

This definition depicts a marital engagement, however it sounds nothing like the employee/employer relationship of today. In years past, young employees would land a job with General Mills, GM or Geritol and remain with those companies until retirement. These companies would hire the formative young workers, instill values and goals consistent with their long-term vision and values which, drove and supported their business strategy.  This model has been changing for a long time but the last 3 years has left employers in a precarious position.

Manpower’s Workforce Strategy Survey, released September 27th, shows that many organizations are not thinking strategically about the workforce they’ll need for long-term strategic growth—most are thinking only about the here and now and are not positioned to build the workforce they’ll need to achieve the company’s business strategy in the future. This is quite concerning for Wall Street regarding long-term economic recovery. Investors should focus on employers that have prioritized these 3 key people strategies:

  1. Talent acquisition and alignment with business strategy
  2. Leadership and career development
  3. Reward and recognition

The full Manpower study can be viewed here: http://www.manpower.com/investors/releasedetail.cfm?ReleaseID=511114

“The data reveals that almost a quarter of employers across 36 countries and territories concede that their organizations’ workforce strategy does not support their business strategy, or don’t know if it does. Among those two subsets of respondents, 53 percent admit they are not taking steps to address this issue. With the talent mismatch—the inability to find the right skills in the right place at the right time—becoming more acute as the global economy thaws, companies risk being without the skills they need to execute their business strategy”.

“In addition, among employees surveyed in this study, large sections are still in the dark about how their contributions support the business—one in five employees say either that they don’t understand their company’s business strategy or they don’t know how their role supports it.” (emphasis added)

SOURCE Manpower Inc.

So, what are some engagement drivers that organizations could begin to practice to retain their key talent, re-engage them with business strategy, and invest in their long-term retention and development?  Over the next few weeks I’ll explore those themes and make provide some insight.  For now, I would like to get your thoughts – leave some ideas in the comment area below.

Guest blog by Paul Schoening, MBA; http://www.linkedin.com/pub/paul-schoening/4/20/2a4/

About Paul; Paul is a successful marketing and business development professional with experience in several industries over more than 20 years. During this period he’s worked for Gage Marketing Group, BI (Business Incentives), Korn/Ferry International as well as founding his own company. He was most recently with Korn/Ferry International as Global Director of Marketing in their talent management consulting division.

Teams – Part of the Motivation Equation

Team building

Team Building Fun!

We know teams

We do a lot of work helping improve how teams operate.  Some of it is straight old fun team building – you know the type where you go off-site for a day and do different types of games and activities (note – some people love these types of programs and others detest them with a passion).   Other programs we do are much more intense and involve really working on specific team issues and developing action plans for greater collaboration, communication, or productivity.

We’ve worked with big teams.  We’ve worked with small teams.  We’ve done programs for executives and for line-workers.  We’ve worked with teams that are working well and just want to get to that next level and teams that really are on their last leg and need immediate urgent care or they will implode.

We have done one hour fun sessions.  We’ve created on-going programs that last months and require intensive work by the participants.

Regardless of the type of team development we are doing – it is also part of building a more motivational organization.

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You mean showing appreciation is a bad thing?

I’m linking to this blog as it has a great post that highlights some of the “old school” thinking that is still out there.  It amazes me that in this day and age there are still managers that believe that showing appreciation is a bad thing….

Employees: Do you take them for granted?

Let me know what you think…

What Drives Meaning?

What is it that drives meaning in work?  True, real meaning that goes beyond the obvious “completed this project” or “achieved that goal”?  I have some ideas, but would love to hear what other people have to say first.  I’ll keep a track of the responses we get and put up another post on this with some ideas at a later time.

So please, leave a thought in the comment section!

Why I Hate Training Wheels

Riding a bike

My 4-year old son just got his bike a few weeks ago.  He is in heaven.  Ask him what his favorite thing in the world to do is, and he will tell you, “Ride my bike!”  He wants to ride it everywhere…which is fantastic. He is definitely motivated!

I have one problem…he won’t ride it without training wheels.

We tried.  The first four days I was out with him every day, running up and down the sidewalk, holding on to the bike as he peddled.  But he was too scared.  He would stop peddling anytime the bike tilted.  He would always look back to make sure I was there (which caused him to turn the wheel and tilt the bike to one side and then stop peddling).  He would stop and say he wanted to go slower.

And the problem was he was actually doing a good job riding on his own.  He was able to go a fair way with me just running beside him and not supporting the bike.  I would let go and he would be riding just fine.

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When Power Point Fails

Oops I read this article recently, PowerPoint Does Rocket Science–and Better Techniques for Technical Reports” by Edward Tufte.

Read this article.  Seriously, read it.

It is technical and it gets into details and isn’t constrained to just one page.  It has long paragraphs.  Read it anyway.

It highlights how we have come to depend on Power Point and its conventions – even when that medium or those conventions don’t work.  And how, in this instance, might have led to disaster.

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