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Tricia Jones > Tricia  > How to be a motivation-machine in 2018

How to be a motivation-machine in 2018

It may surprise many of you to find out that money isn’t the big motivator for job satisfaction we think it is. Job satisfaction is often missing because there is a disconnect between the employees and their employers, especially when the employer believes that the only way to encourage and motivate employees is through money.

This is where Motivational Mapping comes in and provides an invaluable tool that utilises technology to ask some simple yet pertinent questions that generate a unique, individual map, detailing the contribution of each motivator and how this can affect personal performance. The Motivational Map is then presented as an easy-to-read report that accurately describes an individual’s drivers and practical steps they can take to make use of this self-awareness.

More than motivation

The Motivational Map is not a personality test or a psychometric profiling tool; it’s a self-perception inventory. Motivational Maps was created by James Sale through his extensive research into human motivation and the study of three primary sources:

  • Abraham Maslow’s Hierarchy of Needs
  • Edgar Schein’s Career Anchors
  • The Enneagram (a personality profiling tool)

Organisations and businesses use Motivational Maps to help inform processes such as Career Management, Recruitment and Selection, Talent Management, and Performance Management. The Motivational Map is based on three clusters of motivation: motivation through your relationships, motivation through your own achievements, and motivation through your individual growth. Within these clusters are nine individual motivators. Of these, three will typically be stronger, with one as a core motivator.

The key clusters and nine individual motivators are illustrated and described in the below image.

When the ACHIEVEMENT cluster is a dominant motivator, your employee’s motivation comes primarily from achieving complete satisfaction from work and all it offers by way of challenge. These individuals are typically focused on the present.

When the RELATIONSHIP cluster is a dominant motivator, your employee’s motivation comes primarily from sustaining relationships at work and from the depth and intensity of these relationships. These individuals are typically focused on the past.

When the GROWTH cluster is a dominant motivator, your employee’s motivation comes primarily from realising their full potential. These individuals are typically future-focused.

Different dominant motivators

Each of these different work motivators has different pros and cons in the work environment. For instance, the motivation for money would align with the Builder. Builders are goal-orientated with a competitive spirit, although their weaknesses are that they may be susceptible to overworking and burnout. On the other side of the spectrum on the relationship side, the motivation for belonging would align with the Friend. Their strong points are that they are sensible and practical, they take calculated risks/decisions and relate well to others.

So, while some seek money as a motivator, others seek knowledge, stability, recognition or purpose as a driver. Each motivator is unique with its own set of pros and cons, and the real challenge is knowing and recognising the different motivators and also understanding how to optimise the environment for these different motivators.

If you feel that your environment is not fully optimised for the different types of motivators in the workplace, then get in touch with me. Motivation is a critical aspect of the workplace and ensuring that the workplace is a driver of motivation is key.

Let’s get you motivated for 2018!

Tricia Jones

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