1. the 4-Drive Model of Employee Motivation
A Simple Story
about
the 4-Drive Model of Employee Motivation

2. Meet our protagonist…
We’ll call him “The Manager”

3. We’ll call him “The Manager”
Meet our protagonist…
Hi!
We’ll call him “The Manager”

4. The Manager works for a Company

5. The Manager works for a Company
We make stuff!

6. But there is a problem…

7. The workers aren’t motivated…

8. The workers aren’t motivated…
Breaks over!

9. The workers aren’t motivated…
#%$#*!

10. The Manager needs to figure out how to increase employee motivation

11. The Manager needs to figure out how to increase employee motivation
But how?

12. He tried to get the workers excited!

13. He tried to get the workers excited!
Let’s go!

14. He tried to get the workers excited!
Get motivated!

15. He put motivational quotes up around the office

16. He tried to instill fear!

17. Get moving or your fired!
He tried to instill fear!
Get moving or your fired!

18. He even tried to “entice” them
Salary
$$$

19. Big Bucks! I got the Big Bucks!
He even tried to “entice” them
Salary
$$$
Big Bucks! I got the Big Bucks!

20. These “fixes” all worked for a while…

21. But none of them seemed to work for long

22. But none of them seemed to work for long
Ho Hum…
But none of them seemed to work for long

23. Then one day The Manager read a book

24. Called Driven, by Lawrence and Nohria

25. And it helped him figure out…what he needed to do

26. And it helped him figure out…what he needed to do
Eureeka!

27. He realized there are four main drives that impact employee motivation

28. Acquire, Bond, Challenge and Defend
He realized there are four main drives that impact employee motivation

29. And that he needed to work on all four of these drives with his employees

30. And that he needed to work on all four of these drives with his employees
As Lawrence and Nohria say, “every job must provide an opportunity to fulfill…all four drives.”

31. The drive to Acquire is about an employees need to acquire “stuff”

32. [ like money, things, awards, prestige ]
The drive to Acquire is about an employees need to acquire “stuff”
[ like money, things, awards, prestige ] $$

33. They are motivated to Acquire this “stuff”$$

34. And they’ll work hard to get it$$

35. And they’ll work hard to get it…$$

36. And they’ll work hard to get it…and keep it$$

37. And they’ll work hard to get it…and keep it$$

38. And they’ll work hard to get it…and keep it$$
Grrr!!!!

39. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)
Bonus Check
$$$

40. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)
Bonus Check
$$$
Utilize incentives to drive performance and create a culture of recognition and reward

41. The Manager also knows that the Acquire drive is relative
Bonus Check
$$$
The Manager also knows that the Acquire drive is relative

42. The Manager also knows that the Acquire drive is relative
Employees will always compare themselves to others… the drive is never fully satisfied
Bonus Check
$$$
The Manager also knows that the Acquire drive is relative

43. And you need to know what your employees think
Bonus Check
$$$
And you need to know what your employees think

44. And you need to know what your employees think
Bonus Check
$$$
Find out who your employees compare themselves too (this is not always obvious) and make sure that your pay and perks are comparable
And you need to know what your employees think

45. And The Manager knows that the drive to Acquire is about more than just money
Wendy is NUMBER !

46. The drive to Acquire is also about prestige and status
And The Manager knows that the drive to Acquire is about more than just money
Wendy is NUMBER !
The drive to Acquire is also about prestige and status

47. Make sure you give credit and promote your employees achievements!
And The Manager knows that the drive to Acquire is about more than just money
Wendy is NUMBER !
Make sure you give credit and promote your employees achievements!

48. But employees also have a drive to Bond

49. But employees also have a drive to Bond

50. [ form positive social relationships with co-workers ]
But employees also have a drive to Bond
[ form positive social relationships with co-workers ]

51. Bonding is an innate drive that helps employees feel part of a group

52. They will go out of their way to help people in their group

53. They will go out of their way to help people in their group
Do you need any help?
They will go out of their way to help people in their group

54. These bonds will help to instill loyalty and engender positive emotions about the company

55. What a great place to work!
These bonds will help to instill loyalty and engender positive emotions about the company
What a great place to work!

56. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
Beers on me!

57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
Beers on me!

58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
Beers on me!

59. Which leads to the employees identifying themselves as a team
Beers on me!

60. Which leads to the employees identifying themselves as a team…
Beers on me!

61. Which leads to the employees identifying themselves as a team…with more motivation
Beers on me!

62. The Manager knows that teambuilding sessions are about more than fun…

63. The Manager knows that teambuilding sessions are about more than fun…
Teambuilding should provide opportunities for greater bonding and trust building
The Manager knows that teambuilding sessions are about more than fun…

64. The Manager knows that teambuilding sessions are about more than fun…
And should create a shared experience that helps build a unique and positive culture
The Manager knows that teambuilding sessions are about more than fun…

65. And that celebrations actually have a business impact

66. And that celebrations actually have a business impact
Happy Birthday!

67. Of course there is the drive to be Challenged

68. [ be inspired to learn and grow – face and overcome challenges ]
Of course there is the drive to be Challenged
[ be inspired to learn and grow – face and overcome challenges ]

69. Where regular employees can become…

70. Where regular employees can become…
SUPER HEROES!

71. And by creating variety, stretch goals, new experiences, and opportunities to learn…

72. Companies create teams of super heroes!

73. Who come to work motivated and engaged!

74. Who come to work motivated and engaged!

75. Who come to work motivated and engaged!

76. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things

77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
We are going for that

78. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
We are going for that

79. And structure the jobs and the processes so they don’t become routine and rote

80. And structure the jobs and the processes so they don’t become routine and rote
I’m bored

81. But instead they challenge the individual

82. But instead they challenge the individual
Set stretch goals, assign different types of projects, job sharing, have contests, expand duties…
But instead they challenge the individual

83. Training classes, job shadowing, mentorships, strategic planning
And provide new learning opportunities

84. The last element is the drive to Defend
ACME

85. [ defend the company and the ideals it stands for ]
The last element is the drive to Defend
[ defend the company and the ideals it stands for ]
ACME

86. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
ACME

87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
You talkin’ to me?
ACME

88. Competitive action
ACME
comp

89. The Economy
ACME

90. Rumors and negative talk
Negative information and rumors
ACME

91. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company

92. And feel pride about what the company does and how it acts

93. This means that The Manager has to do and act the right way as well

94. This means that The Manager has to do and act the right way as well
I need to be honest and courteous – being transparent about how and what the company is doing

95. This means that The Manager has to do and act the right way as well
I need to highlight the good that we do and constantly focus on the big picture!

96. And I need to stick up for my team and walk the walk…
This means that The Manager has to do and act the right way as well
And I need to stick up for my team and walk the walk…

97. So The Manager implemented these changes and low and behold….

98. So The Manager implemented these changes and low and behold…
So The Manager implemented these changes and low and behold….motivation improved

99. The Company prospered…

100. The Company prospered…

101. The Company prospered…

102. And The Manager got promoted!

103. And The Manager got promoted!

104. And The Manager got promoted!

105. And The Manager got promoted!
Yeah!

106. SOURCE---2009-Lantern Group Lantern-IGNITING BRILLIANCE