Have you ever heard a C-Suite executive share frustration about knowing how to motivate their teams? Often they’ll say, “I give them a great salary, an amazing benefits package, and all the time off they need and they still aren’t happy.” Too often, motivational strategies fail because assumptions are made without meaningful conversations to really understand what people want and need. We try to use a one-size fits all approach, but with five active generations in today's workforce, employees have increasingly different motivators. In this week’s podcast, Mark discusses how to implement personalized recognition and curious conversations to get to the heart of what drives people to demonstrate and sustain the behavior leaders seek.
Segment 1:
What we often fail to realize is that there isn’t a single thing that serves as a blanket motivator. Every individual has a variety of motivators that contribute to their output. How can we find out what truly motivates our employees to allow for mutual benefit?
Segment 2:
Monitoring changes in motivation are one of the many responsibilities as a leader. How can we create an environment that allows for open and honest communication?
Segment 3:
It’s so easy to assume extrinsic motivators are what motivates people, but what we often neglect are the intrinsic motivators that are unique to each and every employee. How can we create an environment where achieving these personal goals becomes more accessible?
Segment 4:
We often fall back on snap judgements when we’re considering the value of a person to protect us from getting out of our comfort zones, which leaves little room for genuine reflection. How can we avoid these assumptions and seek out the true value of an individual without letting stigma cloud our judgment?
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