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