Blind Spots. In cars, we have blind spots where we can’t see what is going on right around us. The larger those blind spots are, the more dangerous we are.
How leaders can impact employee’s motivation using the 4-Drive Theory The 4-Drive Theory of Employee Motivation states that there are four main drives that motivate employees, these are the drives
I have been touting the 4-Drive Model of Employee Motivation since I first read the 2008 Harvard Business Review article “Employee Motivation: A Powerful New Model” by Nohria, , Groysberg,
A few months ago, we had the wonderful pleasure of spending a day interviewing 11 people at Oak Ridge Hotel & Conference Center to try to uncover their secret – because they have gotten the formula right on employee motivation. Anyone who has ever stepped into their facility outside of Minneapolis can attest to the customer service mentality that every employee exhibits – from the front desk, to housekeeping, to the chefs, groundskeepers, and even in accounting.
There is a definite difference in how the majority of these employees “show up” at their job everyday and how they view and take care of their “guests”. They are truly a company that is doing something right. Here is a quick overview of some of the findings we found:
You see, telling a story about incentive compensation and creating captivating visuals to convey that information isn’t easy. It requires that we make choices about what information we share. It means that we may have to simplify the message. It may mean changing how we present and what types of communication that we use.
Employee motivation, in my view, is key to creating long term successful companies. While there are no magic bullets out there, here are 9 tips that we’ve gathered over the
The Four Drive Model of Employee Motivation was presented by Lawrence and Nohria in 2002. The model is a holistic way of looking at employee motivation beyond the typical “pay”