Motivation Strategies
Start!
Core Motivators
Strategies for motivating high-performing team members revolve around providing significant autonomy, prioritizing continuous development, offering meaningful rewards, and actively protecting them from burnout. What can get high performers out of bed in the morning?Let’s break it down!
Automony and trust
Challenging projects
opportunities for growth
recognition and feedback
meaningful work
Core Motivators
Treat high performers as partners. They thrive when given the freedom to choose how they work. In other words, focus on outcomes (the “what”), not the process (the “how”). Avoid micromanagement, which can quickly lead to disengagement! Micromanaging a high performer is like putting a race car in a parking garage. Give them a destination, then get out of their way.
High performers love a good challenge. Assign stretch or cross-departmental projects that require them to step out of their comfort zone and learn new skills.
Ability to attend to the interlocutor consciously and fully, understanding both what they say and what they mean.
High performers inherently love to learn. Keep them engaged by constantly and proactively looking for ways to develop their skills through training, mentorship, and networking. Have regular, frequent career conversations to outline clear, actionable pathways for advancement.
Provide lots of honest, specific, and structured feedback regularly. Since high performers have a growth mindset, they value feedback as an opportunity to learn. High performers want meaningful recognition that is personalized to their preference. Learn their style: some love public shoutouts, others prefer a quiet "that was brilliant" conversation.
Connect their work to a larger purpose. Remind them who benefits from the work they do. Engage them in conversations about what drives them to ensure their personal values are aligned with the company's mission.
Clear, firm, and respectful communication method, defending ideas without aggression or passivity.
Feedback aimed at improvement, expressed with respect, clarity, and a focus on growth.
Set of gestures, postures, and expressions that accompany or replace verbal language.
Set of gestures, postures, and expressions that accompany or replace verbal language.
Please click and drag the cards to flip them before moving on!
Myth: Motivation is One-Size-Fits-All
It’s easy to assume you can simply rally your whole team and motivate everyone in the same way.
What inspires one person may not work for another. As a leader, it’s important to recognize and adapt.
But if you think about your own experience — and the people on your team — you’ll notice that everyone is driven by different things.
Let’s bust this myth further!
The Science of Motivation:Seeking Rewards vs. Avoiding Risk
One way to understand motivation is by recognizing two fundamental drives: the desire to seek positive outcomes (rewards) and the need to avoid negative consequences (risks). While the reality of motivation is more nuanced, these two dimensions are key forces behind our actions. How do these two drives contribute to individual success? Click on each button to learn more!
Reward-Seeking (Pleasure) Driver
Risk-Avoidance(Pain Prevention) Driver
Tailored Communication
The question you should ask is not "How do I motivate my team?" but rather, "How do I unlock the motivation that’s already there?"
As a leader, it’s important to communicate in a way that matches each team member’s unique motivational style.
Motivated byambition?
Motivated byrisk mitigation?
Emphasize how they can help prevent setbacks, maintain stability, and safeguard the team/company!
Focus on the benefits, opportunities, and positive outcomes the work can offer!
Thank you for reading! Please move on to the next section.
Risk-Avoidance (Pain Prevention) Driver
This motivation centers on preventing problems, avoiding setbacks, and minimizing risk. Key traits here are awareness and agility — people strong in these areas are excellent at spotting potential issues early and protecting the team or company from harm.
Reward-Seeking (Pleasure) Driver
This motivation is about chasing positive outcomes, opportunities, and benefits. A prime example is ambition — individuals motivated by ambition view the world as full of possibilities and eagerly tackle new projects and goals.
Motivation Strategies
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Transcript
Motivation Strategies
Start!
Core Motivators
Strategies for motivating high-performing team members revolve around providing significant autonomy, prioritizing continuous development, offering meaningful rewards, and actively protecting them from burnout. What can get high performers out of bed in the morning?Let’s break it down!
Automony and trust
Challenging projects
opportunities for growth
recognition and feedback
meaningful work
Core Motivators
Treat high performers as partners. They thrive when given the freedom to choose how they work. In other words, focus on outcomes (the “what”), not the process (the “how”). Avoid micromanagement, which can quickly lead to disengagement! Micromanaging a high performer is like putting a race car in a parking garage. Give them a destination, then get out of their way.
High performers love a good challenge. Assign stretch or cross-departmental projects that require them to step out of their comfort zone and learn new skills.
Ability to attend to the interlocutor consciously and fully, understanding both what they say and what they mean.
High performers inherently love to learn. Keep them engaged by constantly and proactively looking for ways to develop their skills through training, mentorship, and networking. Have regular, frequent career conversations to outline clear, actionable pathways for advancement.
Provide lots of honest, specific, and structured feedback regularly. Since high performers have a growth mindset, they value feedback as an opportunity to learn. High performers want meaningful recognition that is personalized to their preference. Learn their style: some love public shoutouts, others prefer a quiet "that was brilliant" conversation.
Connect their work to a larger purpose. Remind them who benefits from the work they do. Engage them in conversations about what drives them to ensure their personal values are aligned with the company's mission.
Clear, firm, and respectful communication method, defending ideas without aggression or passivity.
Feedback aimed at improvement, expressed with respect, clarity, and a focus on growth.
Set of gestures, postures, and expressions that accompany or replace verbal language.
Set of gestures, postures, and expressions that accompany or replace verbal language.
Please click and drag the cards to flip them before moving on!
Myth: Motivation is One-Size-Fits-All
It’s easy to assume you can simply rally your whole team and motivate everyone in the same way.
What inspires one person may not work for another. As a leader, it’s important to recognize and adapt.
But if you think about your own experience — and the people on your team — you’ll notice that everyone is driven by different things.
Let’s bust this myth further!
The Science of Motivation:Seeking Rewards vs. Avoiding Risk
One way to understand motivation is by recognizing two fundamental drives: the desire to seek positive outcomes (rewards) and the need to avoid negative consequences (risks). While the reality of motivation is more nuanced, these two dimensions are key forces behind our actions. How do these two drives contribute to individual success? Click on each button to learn more!
Reward-Seeking (Pleasure) Driver
Risk-Avoidance(Pain Prevention) Driver
Tailored Communication
The question you should ask is not "How do I motivate my team?" but rather, "How do I unlock the motivation that’s already there?"
As a leader, it’s important to communicate in a way that matches each team member’s unique motivational style.
Motivated byambition?
Motivated byrisk mitigation?
Emphasize how they can help prevent setbacks, maintain stability, and safeguard the team/company!
Focus on the benefits, opportunities, and positive outcomes the work can offer!
Thank you for reading! Please move on to the next section.
Risk-Avoidance (Pain Prevention) Driver
This motivation centers on preventing problems, avoiding setbacks, and minimizing risk. Key traits here are awareness and agility — people strong in these areas are excellent at spotting potential issues early and protecting the team or company from harm.
Reward-Seeking (Pleasure) Driver
This motivation is about chasing positive outcomes, opportunities, and benefits. A prime example is ambition — individuals motivated by ambition view the world as full of possibilities and eagerly tackle new projects and goals.