5 Drivers to Really Motivate Employees

5 Drivers to Really Motivate Employees

Managers want to motivate their people, but drivers of motivation are as different for each employee as the uniqueness of each individual employee. How do your leaders excel at motivating their diverse team members?

This month I’ll be sharing the 5 drivers captured in my RAMPP model of motivation. The R in the model stands for Relatedness, and here are 4 tips leaders can implement to build quality relationships with their team members.

1. Invest in each relationship. Relationships take time to develop stronger and deeper. Get to know people, really know them, even outside the context of immediate tasks or projects. Learn about their personalities and motivations. Let people get to know you, really know you by sharing stories about your values, character, and ways of working.
2. Give people attention. Attention and real listening is the currency of all relationships. It shows them they are respected for their opinion and feedback.
3. Go first to share your mistakes, vulnerabilities, and learning moments. This will make it easier for your team to share their challenges and discuss their mistakes. Open sharing allows you to show concern as you guide your team through difficult situations.
4. Show your interest in who they are. A Microsoft manager developed a structured way to communicate and inquire about what motivates people by using Heart-Tree-Star.Heart: What do you love doing? What are you good at? (current passion and enthusiasm)
   Tree: What do want to develop? How do you want to grow? Where do you want to end up in the future? (growth and skill development)
   Star: How do you feel rewarded? (personal definitions of progress and achievement)

Help your managers develop the skills of building quality relationships at our Motivating Employees Workshop.

Next up, Autonomy.

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