new perspectives on employee motivation: balancing the big 4

Dr. Melanie SeemannProf. Dr. Thomas Seemann

New Perspectives on Employee MotivationBalancing the Big 4

- 2 -- 2 -Dr. Melanie Seemann / Prof. Dr. Thomas Seemann

Wen? Schlüsselpersonen identifizieren

Wie? Maßnahmen zur Mitarbeiterbindung gestalten

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Agenda

IntroductionI

The Concept of Flow

The Concept of Energy

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Wie? Maßnahmen zur Mitarbeiterbindung gestaltenIII The Big 4 of Employee MotivationIV


Knowledge-orientation

Task-orientation

600 1200

Shift towards Knowledge Worker Shift of Generation1 2

Two Key Trends Further Increase the Role of Employee Motivation


”The difference between an

motivated employee and a

disengaged employeeis like the difference between

a glowworm and a lighting.”




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Agenda

IntroductionI

The Concept of Flow


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intense concentration

deep enjoyment

immersed in an activity

lose awareness of time and space


Flow is characterized by• intrinsic and highly focused state of motivation• emotions are not just contained and channeled,

but energized, and aligned with the task at hand• feeling of spontaneous joy while performing a task

Source: Csikszentmihalyi, Mihaly. 1997. Finding flow: the psychology of engagement with everyday life. New York: BasicBooks.Csikszentmihalyi, Mihaly. 2009. Flow: The psychology of optimal experience. New York: Harper and Row.Goleman, Daniel. 2006. Emotional intelligence. New York: Bantam Books.

The Concept of Flow (by Mihály Csikszentmihalyi, 1997)


Two Key Dimensions Need to be Considered to Achieve Flow

Flow Channel: Balance Challenge [C] of a Task and the Corresponding Skill Set [S]

Skill [S]

Challenge [C]

FlowChannel

Boredom

AnxietyConditions for flow-like experience

• Intellectually stimulating tasks

• Assignments that have clear goals and that provide short-term feedback on the progress made

• Sufficient autonomy in order to feel in control of one’s actions

• The possibility to concentrate on the task without too many disruptions




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Agenda

IntroductionI

The Concept of Flow


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Two Key Dimensions Need to be Considered to Achieve Energy Channel

Energy Channel: Balance Workload [WL] of a Task and the Capacity to Work [CW]

Capacity to work[CW]

Workload [WL]

EnergyChannel

Under-load

Over-load


Source: Schwartz, Tony, and Catherine McCarthy, 2007. "Manage your energy, not your time". Harvard Business Review. 85 (10): 63-6.Schwartz, Tony, Jean Gomes, and Catherine McCarthy. 2010. The way we're working isn't working: the four forgotten needs that energize great performance. New York: Free Press.

The Concept of Energy (by Schwartz and McCarthy, 2007)

“Manage your energy, not your time!”

Red flags: Employees…• are stressed, anxious, frustrated or overwhelmed at work• act irritable, impatient or anxious • work on evenings and weekends and do not take an email-free

vacation. • They feel uncomfortable completely disconnecting from work.• feel they can’t get their work done (e.g. due to an flood of e-mail

communication or the participation in unfocused and unproductive meetings)

• are not able to name their top three priority tasks.• take on more tasks than they can handle.• are tired, getting less than 6-7 hours of sleep per day.• performance decline.


The Wellspring of Energy(Schwartz, Gomes, and McCarthy 2010)

Source: Schwartz, Tony, and Catherine McCarthy, 2007. "Manage your energy, not your time". Harvard Business Review. 85 (10): 63-6.Schwartz, Tony, Jean Gomes, and Catherine McCarthy. 2010. The way we're working isn't working: the four forgotten needs that energize great performance. New York: Free Press.

Physical Energy

Mental Energy

Emotional Energy

Spiritual Energy




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Agenda

IntroductionI

The Concept of Flow


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Employee Motivation by Balancing the “Big 4”

Performance Spot: Balance the Four Parameters

Capacity to work [CW]

Work-load [WL]

Skill [S]Challenge [C]

Performance Spot

Energy ChannelFlow

Channel


Big4 Leadership Cockpit: ____________________________

Skills / Key strengths

Challenge of main tasks

FlowChannel

Flow dimension

Reflect Act

Motives/drivers1

New challenges that inspire (flow)

New skills to acquire / Growth

Motives/drivers of employee

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Improve conditions for flow (focus)


Capacity to work

Workload (tasks by capacity)

EnergyChannel

Energy dimension

Reflect Act

Motives/drivers4

Workload adjustments

Ways to reenergize

Leaderships style and measures

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Limitations/Barriers:Resources:


Give it a try…

• Each individual is unique. Leading people is about understanding there motives and challenges.

• The “Big 4” dimensions are have proven to be highly valuable in motivating and leading people. The framework is a management tool that is both meaningful and actionable.

• Three key levers to address in your organization:

Value the diversestrengths and likesof employees

Develop leaders whobring out the best of employees

Create inspiring working conditions


Management Consulting

Prof. Dr. Thomas Seemann

Dr. Melanie Seemann

[email protected]

Get in touch…