Motivation is energy; it is what fuels us to do “things” – things we want to do. Without motivation we are unlikely to set out in the direction we want to go (towards our goals) and are even more unlikely to use our knowledge and skills effectively. In short motivation is the fuel in the tank of what we call “performance”. Knowing what motivates us and how to reward our motivators is to enable higher levels of energy, greater levels of performance and productivity and to seriously increase our satisfaction with life.
Motivational Maps describe, measure and monitor motivation. They make our invisible emotional drives visible and quantifiable. At last individuals, managers and organisations can get a key handle on this issue and do something about it.
We use motivational maps in a variety of ways designed to suit your culture and their application can range from the full employee life-cycle (recruitment, development, promotion, retention, exit) as well as culture, strategy, change and customer engagement.
Our top 5 ways to use motivational maps are;
- A Form of Staff Survey
The purpose of this is to increase self-awareness and create strategies to increase motivation. Managers will understand what motivates them and their teams. We can start with one team or department or map all employees. Results can be discussed 1-2-1 or can be fed to the Manager, advising on motivation strategies. This can be developed into ongoing feedback and coaching sessions. These are usually repeated annually and can form part of the appraisal/review process.
- Supervise Performance
The Map can be used to support an employee who is underperforming and their Manager. Blocks to motivation and their source can be identified and further support offered to help the employee find strategies to overcome the blocks.
- Focused Development Plan
This is ideal for someone who’s a new starter to the organisation, in a new role, or at the start of a personal development programme. The employee completes the Map and has 1-2-1 coaching to create a 90-day plan to help them settle into their roles quickly, identify what and who they need to know and demonstrate a level of confidence and identify development needs.
- Recruitment and Promotion.
Mapping can be used to increase the success of recruitment and promotion.
For an interview the information can be used to create questions to understand the fit between the individual’s motivators and the vacancy. You may also wish to map top performers in a team to establish the motivators which fit well and use the language which suit these motivators in advertising the vacancy.
In this context, our goal is to help people who are highly skilled but demotivated or looking for a change. These are often employees with relatively long service. The Map helps establish their needs and current emotional situation and sometimes at the end to assess progress. Actions and strategies are designed to align and meet their motivators.