www.fastcompany.com: Senior leaders must implement new strategies to deal with a rapidly changing world, but their workforce don’t always buy in. You can talk all you like at Davos about diversity, or at COP27 about sustainability, or at shareholder meetings about innovation, but it’s just talk if you can’t bring your colleagues on board with you.
10 comments:
This is an interesting way of breaking down the different types of employees. I haven’t seen employees broken down this particular way. There are a couple of things that immediately jump out at me. According to the study, the number one motivator is learning and development. This is interesting because there’s obviously certain jobs that this works for, but I imagine that there are jobs that this does not work for - but that doesn’t mean you shouldn’t help people out with the next step. If you have carpenters working in your shop, it seems like it would be a fair thing to have occasional classes that would increase people’s skills. Things like OSHA 30 or a class on autoCAD would be beneficial. The problem is for a small organization like a theater, if you give away skills for free, people will go get higher paying jobs elsewhere because there isn’t a lot of movements possible.
The research in this article is interesting, but not entirely useful. It doesn't provide any clear ideas or motivation strategies for any or all of the different worker types. If anything, the article lays out a problem and walks away leaving the reader to figure it out. The research also appears to be incomplete because while it does provide statistics that different things motivate different people, it doesn't actually provide any data that the implementation of any specific strategy actually succeeds in motivating anyone. All the article does it say, "Here, this is what people say they respond to, good luck!"
Honestly, the biggest takeaway from this article is that a company needs to do all of the above to create a healthy and collaborative workplace. My guess is that most leaders will look at this data and decide that the motivators lower down on the list are not worth their time. Which is damaging to movements such as diversity and inclusion. Also, who were they polling? What were the demographics of this study? While I'm sure there is some good science within this data, it's junk without the whole picture.
I like that this article opens with the subtitle of “it’s just talk if you can’t bring your colleagues on board with you” as that is so overlooked in many self-help and leadership development books. Workplace culture can be a complicated beast to understand and utilize to it’s fullest potential. Understanding how the people around you function makes you a better communicator and leader if you are able to take that information and adjust how you are communicating. I found the charts in the article to be very interesting and thought provoking. I like to think that i am values driven but in reality i think i am more goal driven. I wonder what other people in our school identify as and how it relates to their major/ career goals. The one thing this article is missing is a quiz to see what type of motivation/motivator you align with.
I think that this article is really interesting and isn’t something that is often talked about. Different employees have different motivators and in order to lead a successful team at work you should understand all of your employees. If you aren’t aware of this it will be very difficult to encourage your team to produce great work and often times that won’t feel driven in the work place. Many people don’t work for the sake of working they have there profession set up as something they Gerald enjoy but in reality they may not love there job. If employers are able to keep employees engaged and enjoying the work day I am sure that they will be seeing much better work being produced. What I found most interesting was the graphic on what drives employees. This information would help employers what everyone is best at and then form teams that will produce great work.
Haha I really thought this article was going to be a lot longer and give a lot more insight than it actually did. But the message they were trying to get across does affect me and makes me feel all warm and fuzzy inside. Because that’s all anyone wants to do right? Is to get things done so that they can move on with their life? Staying stuck on one task or one project kinda makes you go crazy. I thought this article was going to talk more about how to help motivate the actual person rather than what you should do to help motivate others to work. I don’t know I also thought it was right when it said some of the best leaders are the ones who can reach the hearts and minds of others in a room and I like to think that I can work to that level of leadership someday.
This article was definitely an informative read, and I appreciate that it reminds leaders to not just cater to a certain group in the company but to all of the company. I also found the charts to be helpful, especially the third one that showed the different types of workers and how they relate to different things used to motivate workers. I feel like this is something that could be utilized in the School of Drama, not just with the faculty/staff, but with the students as well. Something I’ve notice is that a lot of things are geared toward one group of students or a certain subset, while almost completely ignoring how these things are affecting other groups of students. Finding out what motivates students in the School of Drama and actually using the things that have been learned to make changes could be beneficial in making the school a more cohesive community.
I do not know what I was expecting this article to be but it definitely was not this. This article basically just acknowledges that not everyone works for the same reasons and so to motivate your workers you have to kind of understand how they view things and then appeal to their point of view. This article is honestly not even that helpful. It would be better if it went more in depth on the different kinds of motivations that different people respond to, specifically in relation to their jobs. I also think that the charts are not really showing anything super useful if I am being honest. It would be easier to understand if the charts were not there to be honest. But I can see the intention behind the article and think it was well meaning even if the title was a little misleading.
Having read a lot of articles about leadership and employee motivation and success in Production Personnel Management, a lot of the concepts in this article do not come as a huge surprise to me. Employees want to feel both valued and fulfilled, there is no question about it. But there is also potential danger from overly relying on these types of charts and graphs. People cannot always be categorized into the neat boxes we would like them to be in. Not to say that there is not value to these studies, we should just take them all with a grain of salt and see how they can apply to the populations we work and engage with. The one table that features “what drives employees” assumes that people are driven by a primary force. But in reality, it is likely a combination of all of these forces that bring an employee to where they would like to be.
Knowing how to motivate your team and employees is essential to any career field and as a leader it is their responsibility to comprehend how to go about motivating those that they work with through understanding what they wish to obtain and want as a team. Their are times in which I feel that leaders forget to be inclusive and understanding to the people that they work with it which creates a toxic and undesirable work space. Thus, through articles such as this one leaders of company's, projects and even smaller based groups of work can come to understand the importance of keeping your workers and team mates motivated. When you have people that are motivated on the job it creates a more efficient work space in which people are actually wanting to work hard to complete their task! Additionally, it depicts that as a leader you understand your employees.
I think the way this article breaks down the different types of workers in a company to be really helpful and interesting. It’s definitely important to remember that no two people are the same and therefore do not work the same way. What motivates me might not be at all motivating to someone of my same skill level and experience. I had never seen employees broken down into groups like this article did, but what was the most interesting to me was how the article explained how to get different employees with different motivations to work together cohesively. Being a good leader can be incredibly difficult, especially if you are leading large, diverse groups of people. In my personal experience project managing, I can say that I definitely had the challenge of figuring out which assignments would be done the best by which people while also giving everyone a chance to work on everything. It was a lot of work, but I think by the end, I was able to figure everyone out a lot better. It takes time.
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