#management #human-management #psychology

idea

Motivation comes from autonomy, mastery and purpose^[3].

We need to be autonomous to not feel trapped and be able to act as we think is best.

We need to be able to master our craft, and feel good about it. That means that the game can be won^[1], and that we effectively contribute to it.

We need to see that work is useful^[2] and our contribution has a meaning.

See also a framework to determine motivation^[1].

links

Motivation is the energy required to Starting work

Lack of motivation can be the reason why people don't perform. Assume that People do their best, and assume your Personal responsibility (#1) to find the reason why they might not be motivated.

Value driven team (blog) shows an example of how I "restored" team productivity by creating a loop of value creation.

Sense of urgency (blog) is usually something that starts coming out when teams are not organically motivated.

Measuring productivity for an individual is complex, be careful with assumptions, be sure to empathize first and clarify what the motivation actually is.

references

• [1]: and [2]: The 4 disciplines of execution advocate disciplines 3 (compelling scoreboard) and 4 (rhythm of accountability) to motivate people.

  Deep down, everyone wants to win. Everyone wants to contribute to goals that really matter. It's so disheartening to push and push day in and day out and wonder if you're making a difference.

  Stephen Covery Jr, The 4 disciplines of execution.

• [3]: {todo: extract my notes on Drive}'s central theme is what motivates us.

• Amazon resource:

  While teams are dealing with high levels of uncertainty, it is vital to continue to motivate your employees and try to keep morale high.

  Research shows that people are engaged and motivated when they experience three things in their work: autonomy, mastery, and purpose (AMP). When you give your team autonomy, they are empowered to invent and simplify, bringing their unique talents to the solution. When people are intrinsically motivated, they find more interest in their work, feel more creative, and improve their performance.

  Here are a few ways to empower your team’s autonomy and keep morale up:

  • Start with your mindset: Do you believe in your team’s ability to do great work? Take time to learn about each team member’s background and aspirations.
  • Give people discretion over their tasks and resources.
  • Look for ways to help your employees maximize their super powers.
  • Identify whether an employee would benefit from a stretch assignment. If so, work with them to add it to their individual goals.
  • Look for ways to reduce and manage stress. Are there obstacles or processes that are getting in their way?
  • Remember to celebrate wins, even small wins. Understand how your employees want to be celebrated.
  • While your employees want autonomy in their daily work, to keep morale high for the individuals and the team, look for ways to have group team time to do something potentially non-work related.
  • Don’t forget about yourself. If you’re still struggling, don’t feel pressured to force a positive mindset. Start with self-compassion.

• [1]: Virtus / Performance based leadership is suggesting evaluation of motivation based on:

  • Interest
  • Self-confidence
  • Willingness to accept responsibility
  • Enthusiasm to work with others