It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success.
Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
there are people who will NEVER change their attitude and behaviour, they just like make things going wrong all the time spreading the negative energy between individuals and create chaos, these people need just to be fired and hire until you find the best person possible, there is no way to discus that
I must learn more. I typically think this person is either driven to perform better or adequately or theyre driven to perform bare minimum or not do better or go into minimum routine. and that becomes toxic and others feed of of it.
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I've seen SSSOOOO MANY good employee's turn into useless employees because the company doesn't recognize and reward good performance. They treat the good the same way the treat the bad. All these companies care about is business owner profit. In the end, you get what you pay for. The rich get richer, while the rest of us struggle to make ends meet.
The best way to motivate employees is to pay them appropriately. Sundae socials and pizza parties along with printed paper certificates are pointless. I'd rather have $5 then a sundae. Also make sure to praise people when they have done a good job. It goes a long way. Also get rid of those toxic, gossipy slugs. Nothing is more damaging then some waste of space dragging everyone down too.
Hmmmm.....but what about the employee that's motivated by a factor that the organization CANNOT deliver ? An exempt employee that's only motivated by intermittent raises not based on performance, but "just because".
Prices for consumer goods rise every year, so not getting at least a cost of living raise is essentially the same as getting a pay cut. It seems like most companies view every raise as an increase, but most fail to even keep up with inflation.
At my job, i was motivated at first then that motivation faded away with each passing day. Could be my outside work life affecting me, could be the food i eat not getting the right energy, could be because i'm aware of how low everyone gets paid knowing everyone deserves more than $15H, could be that i became aware of the flaws the companys work process from the outdated tech/equipment they use, many different things affect the motivation. I stopped caring about my motivation when i was told i was getting a write up for having a 92% performance for not hitting 100% knowing damn well their equipment doesn't work 100% of the time. Just waiting to get fired.
Meh, dubious conclusion. Doubtful a corporation can hire much creativity, but by accident.
Ancient Greeks, the classics, also learned that motivation boils to one of two factors: Fear or Desire. Fear of firing their lazy asses is pretty good motivation, at first, but short-lived, as fear-motivation does not last long, eventually fading to either desire or apathy. Fear appears to have the brainstem attribute of selfishness, survivalism. Desiring, on the other hand, seems to have the quality of selflessness--inclusion, service to others, conceived in the cerebral cortex, where imagination takes place, devoid of animalistic fear. Like a child who imagines building a rocket ship, the untethered imagination leads the effort, while the fear of "what if" can only follow. So how can any project screen for practical utilitarian imagination and problem-solving, when the workforce can only hire based on resume attributes, or nepotism? My stance: It can't. The corporate group cannot motivate inventiveness and authority, and simultaneously wield conformity and authoritarianism, which is why very little inventing came out of the former Soviet Union.
However, both Japan and Korea prove that the ideas of others can be greatly improved by better engineering, and Italy proves they can be pretty by design. Engineers can build a bridge or an app, given a budget, but the ability to develop novel and utilitarian patentable invention is a rare talent. Inventiveness has been called "The Fountainhead" of economy (Rand).
Arguably, the only possible success that can be had by those who instinctively problem solve is to put them in charge. A group can encourage an individual's successes, but cannot rightfully own the creative effort, short of the inventor signing away his rights to his employees (stock options, and the like). For example, had The Wright Brothers been hired to be professional, and to come up with something, lest be fired, doubtful that their child-like imaginations would have been free enough to develop heavier-than-air aeronautics. Therefore, individualism, under the safety of freedom, is what invents, while the corporation can only take the credit. Corporatism can only create slightly-varied clones of one another. Want innovation? Then free us from corporate personhood.
I find people to be individuals, so constantly trying to mentally herd them into groups you can understand (so you can control them) is ultimately lazy, and only partially effective. If you want to REALLY motivate someone you have to get to know them, and that uses precious time, which employers almost always don't want to spend. We have had "consultants" for the last 50 years, so would anyone say that most employees are happier now, or not? Yep, you guessed it....
How many times do we have to see the infomercial sales pitch from an HR person? The administrative trainer techniques. Use really empty generic examples to make points that really don't need to be made and do it with enthusiasm. 16 minutes to say something that could be said in 2.
Teddy L Boulden - Gee someone with a profound thought! Most talks are like that, they could just say it in two or three minutes but then they tell the story about Susie and then they also mention John. Then they talk about a famous corporate executive and here’s what he said. Then the speaker throws in some alarming statistics to finish off with a tearful 😢 story about Bill with a happy 😃 ending. All that cost each participant $95 to help them with their motivation.
motivation work the nation bin is a good little notice Ireland love for once sit back and think bRAin THER E LICKED WORK ON PROPERT ISSUE IF I ADD MY WAY ENGLAND IRELAND SVOTLSND WALES WE HAVE OUR FULL COUNTY S WHY NOT IRELAND I COULD CORT THAT LITTLE DELDMOR ASLO LOAD EXPERINCE BOTH AREA IRELAND AFTER I NEED IRELAND SUPPORT FOR THE 321BIN AROUND BUT NOT BRITISH GOVERN YET AND DONG USE ANYBODY OF PEOPLE ANY IM THE THE ONLY 321World Wide Wheeliebn Cleaning Company microsoft ant got a look in this ray says we're Billie bin gone mite after all ask the Irish prime ministers to copyright my 321 our brishish prime minister struggle to c the faith init all but 5minute in give here 25 years in the bin cleaning wreck nose the job inside and guess wot the UK were the first wheeliebin cleaners in the world is ME Feb 1992
I think you made a good point, but I can also understand how this was an example that a lot of people could understand. I don’t think her intentions were to make fun of people with mental health issues.
Dawn Jardine definately. and what happens if a high performer gets mentally ill after a few years which could not b related to work? their behaviour and concentration at work could change and she is basically saying they are ‘toxic’ to the team .... very wrong
She contradicts herself and the research she is basing her discussion on. She says you as a leader can't motivate you have to unleash the motivation that is already there in staff? Your unleashing action as a leader is the act of motivating. How good or bad you are as a leader in this unleashing action will dictate how motivated your staff is. Therefore your unleashing action is based on your ability to motivate your staff. Unleash is just another word for motivate. Which in summary means as a leader of the 21st century you have to MOTIVATE.
My manager's approach to motivation recalls the old Bob Uecker baseball joke: "Bob, get off the bench, grab a bat and stop that rally!" Motivation counts for nothing with us; what's important is meticulous adherence to our manager's interpretation of corporate policy as handed down from 1200 miles away. We are detailing ourselves right into the ground.
You're partially right with a couple of exceptions. You can't assume they're already motivated. Tending a garden in a dessert or a swamp, requires different watering policies. Motivation is more about meeting/satisfying the values of the people involved, which can be hard to read/address. And it's not always about the motivation of the individuals. It could also be about the potential/opportunity they're denied. When you mentioned the clean-up crew, do they/other's have the opportunity to switch jobs around to avoid any ruts? They're not robots, you know. Everybody's motivation/values need to be re-examined once in awhile.
What drives human behaviors?
Myth around motivation - what drives motivation
Motivation is about energy
It's also about quality
Productive x counter productive
Maximizing our productive motivation, minimizing counter productive motivation
It drags top performers down
Need to be careful to engineer our team
People have different motivation styles
Seek pleasure, avoid pain
Your employees already motivated
I don't understand how Bob is motivated - the problem is with me.
1. Hire for motivation-fit
i took some minutes to read through the reviews ...funny...it is easy to get what the speaker just said... there are those who are negatively motivated. they observed all the wrong things with the speaker...and those positively motivated ...excited by one or two things that the speaker said. it is fascinating.
my previous class on motivation... teacher came and said you cannot motivate anyone. that motivation is internal drive. i like how the speaker has put it. it cements that message perfectly. that you as an exernal influence can trigger unleashing of that internal drive of someone
Or you could view the comments as just that comments on a persons believe system not that they are negative or positive. It is just how INDIVIDUALS think and process and therefore comment as INDIVIDUALS.
A friend of mine says it perfectly: "the world is plastered with leaders, but greatly lacking leadership".
May I add; the world is pumping out all these "speakers", desperate of saying something:.
Reminds me on Plato. He was much wiser than the many "decorated" these days.
But I do like here science on Motivation. Makes me lose not wanting to be motivated. Boy is she boring.
Thanks to the thousands of (wannabe) leadership trainers (but all certified, of course), who turned leadership into an industry, a heavyweight revenue earner of the useless education systems all focusing on selling worthless certificates, have landed leadership already buried in the tombs before it even got a chance to walk.
I liked this commentary. Its very similar to my study with influence ecology. Personalities transact their own way and are driven differently. Put them in the right positions and understand how to transact with them and they will believe in the goal.
Have you ever been in the military. Your comment about putting people in their right positions and they will believe. Then how does the platoon leader take a skinny 21 year old GED educated kid who didn't even own or fire a BB gun to pick up a weapon and put a piece of metal in another human being (over and over and over again)? You can motivate a lot of different people a lot of different ways but survival either in war or business is the greatest motivator that separates the surviving from those 'not so much'....
I really don't like the fact that she was using these celebrities as bad examples, have they messed up? I'm sure they have, all of us do, but that is no reason to write them off and cast judgement upon them by using them as negative examples in order to make your speech relatable or entertaining. Otherwise, great content.
Growing with Webster Tsenase I agree with that statement. I recognized negative emotions when I heard her use them as examples. It could have been done by using the behaviors as the examples than the actual ppl. Public praise, confidential criticism (until their behavior warrants the confidentiality being extend to leadership that dials in on that)
My opinion, of course
People are not motivated because of a trickle down economy. The 1% get richer and employees( humans) are tired of making the CEO's , presidents , etc. richer and they are not getting the benefits from breaking their backs for companies that are not loyal to them. We live to work and not work to live. Working 60 hrs a week or more is not healthy. People are tired and their bank accounts are light. Money is still the best incentive no matter how you slice it. People that see the glass half empty are not toxic, they just really see it how it is on how the company makes more millions of dollars from their work and they don't see great money incentives from that success.
Sometimes it is how the job is done , if anyone can do it why should i pay you more there r alot of people crying for a job , if u can do it better i can give u a rise and teach u more to climb to the top , if there r only few people can do it u can be a ceo or leading projects etc , if u r the only who can do it start ur company ,,, simple as this,
lets say we pay someone 9.50 an hour and give them the opportunity for financial growth up to 50k a year and inform them its all based on their performance. then they choose to not outperform but blame the company for the pay. then what? im a firm believer that you get paid what you are worth. no one is twisting their arm to accept 7.25 an hour or 20$ an hour
Jackie T, once you get to a competitive salary range you’re right. Throwing money isn’t going to work. Then it’s complicated. But there is a huge number of businesses that keep going, underpaying poor employees that are locked into their jobs because the region is depressed, or the employees are old or poorly skilled and can’t afford to go to school for new skills. It’s nearly like indentured servitude that is a factor in holding our economy back. These workers will never be motivated. These company’s wonder why they’re barely surviving. I’m relatively well paid in such a company. Most of my compadre’s make much less than I and have very poor attitudes. I’m waiting to retire. I doubt if the company will last another decade. No imagination, no vision, they keep on doing what they’ve always done. FYI, all the poorly paid, bad attitude employees supported Trump. I guess they expected a miracle.
Throwing more money at people doesn't make them better employees, believe me, I pitched the idea and it was a huge fail and I never heard the end of it. I agree we could discuss this to the end of time and still not have an answer. I do like the speakers notion of meeting the employee where they are as far as motivation (i.e. the protector) and adjusting your leadership style to the individual. I realized I am a protector, and this method would appeal to me in terms of motivation for sure. Good old psychology.
Should be "your employees are already motivated. The question how do you NOT demotivate them." How do you NOT impede them? How do you NOT throw on some counter productive "bad news for them, that you think is good news for you"?
I'm stopping this video 1/3 of the way through to say the tech job I'm currently in I really don't think I landed through any technical brilliance, instead a hunger to learn and wise management who could see I'd fit with the team. I share an office with 6 guys and we get on like a house on fire. Naturally an introvert my previous role in the organization was in a room with 14 others of varying social skills, which I found much harder and sometimes exhausting, even with good management then too.
+John Martin What motivated you to respond the way you did? Watch the very end of the video. It's literally the same 1-2 seconds of applause repeated 3 times. It's funny because it's not even subtle. Just an observation, not dissing the talk.
This was a pretty decent lesson except that it leaves out a few critical aspects of employee motivation. Employees can come to the job motivation but their behavior would be the dependent variable in the situation. The independent variable is the leader and their leadership style. A highly self motivated individual can decrease in productivity, morale and satisfaction if the leadership style they work under is toxic.
If this message is towards managers and leaders then it should say that the only way to bring out motivation in employees is by creating the right atmosphere for employees to motivate themselves. I completely agree that organizations must invest in their employees. No matter how motivated an employee can be, they will not succeed if they are not given or offered the resources they need to perform. Employee motivation is more about the leaders they work under than the actual employee. Have well trained, knowledgeable and open leaders that followers will want to work for and the motivation will come naturally. Toxic leaders will only drive their highly motivated employees away.
Bruce McLeod - I believe you are fairly accurate in your assessment.
That is why I am a big supporter of the idea of personality testing especially with the Jung Briggs-Meyers personality profile.
But there are others as well.
I always say don't take a group of introverts and say, "You're my new sales team"
I have worked with good and bad managers over the years - and as a 100% introvert on the Jung test - I can say the worst ones always think their job is to "motivate me" by making empty platitudes like "good job", "nice catch".... or the ones that want to stand as close as possible and "micro manage". These people tend to work very well with extroverts who are constant need of positive emotional support - but that is poison to guys like me.
Understanding personalities - and not "weeding out" those whose personality is opposed to your own - is a talent few managers have or can master.
Gerry C A good leader will make the effort to understand the personalities of individuals and accommodate them by not trying to force fit people into “roles”. For a personality such as yours, where involving other people can be counterproductive, tailoring a job that allows you to go all out at your work is crucial. In larger organizations (> 250 or so) the manager is at risk of alienating others on his team who may see this as “unfair” or special privilege. I will make an assumption that you are extremely intelligent and well suited for your specialty. In that case, an additional expectation I would set is that you give direct benefit to the other people in the group by finding solutions to painful problems and be a keeper of special knowledge that you impart in your best way. In primal cultures, a shaman or medicine man serves great purpose, is revered, and his value is fully understood by the tribe. He gives the tribe essential services, is respected, and allowed as much freedom as possible and not expected to socialize or work as an ordinary member. In the modern business/technical world, titles like Principal Architect, Chief Technologist, or Senior Analyst are equivalents to the tribal mystic.
You should be doing your homework before you deliver speech about motivation to publicity. Definition of motivation has been scientifically proven so you should be reading Steven Reiss, who am I, to understand what motivates us to learn before you speak as authority