Workshop

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1. Everyone is motivated!

We are all motivated in some way or another. The actions we take because of our motivation may not always be good actions. It may benefit us or it may harm us. But we are all motivated in some way or another.

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1. The 4 laws of motivation

a. Everyone is motivated differently

This is very important to understand and to always be aware of because it relates to both your personal and professional life. For example, when you work in a group project for school, you notice that one or two team members are not really completing work and it seems like they do not care about the project. However, they may be more concerned about completing the project and doing well on it than you but they work better under pressure and on the other hand, you are an earlier starter, or vice versa. While you are better motivated to complete the project by starting on it early, another person may be more motivated when they are closer to the due date.

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This relates closely with MBTI preferences. Remember a person preference to be Judging versus Perceiving.

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Professionally, you will encounter problems as an HR manager when you are not able to motivate all your employees the same way. You will have trouble energizing your employees and igniting team morale because your technique may work for one employee but not the other.

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A common mistake that is made by managers is that when they fail to motivate employees using the same techniques as they use for themselves, they think that the employees are unmotivated. But remember what we said in the beginning: Everyone is motivated!

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Just like how everybody is a unique and distinct individual, everybody has a unique and distinct motivational type. How we are motivated and to what degree we are motivated to achieve or unachieve specific things like education, specific job, health, sports, etc. is determined by our financial standing, health, relationship with others, personal values, beliefs and expectations. In general, we are motivated based on our personal life experiences.

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For example, Gurmeen comes from rich family. She’s doesn’t want to be in school and is doing it only because her parents are telling her to. Her parents pay for her schooling so for her, if she fails a class, she’s not concerned because her parents will pay for it again. On the other hand, I have always had to work hard to save up for my education. I’ve been working minimum wage since 15 years old and have been saving up for school from day one. I want to get an education and I love the HR program. I can’t afford to fail classes or else my money will go to waste. We are both motivated to complete schools differently and because of our life experiences and our values and beliefs.

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What motivates one person can de-motivate another

It is extremely important to remember for yourself when setting goals and when working as an HR manager, that since we are all motivated differently, the techniques, tips and guidelines you have been receiving, will receive from our workshop and will continue to receive in the future will not always apply to everyone. In fact, it can have a completely opposite effect can de-motivate someone.

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For example: Present the class with a scenario.

Situation: You have been hired as an HR manager for a company. I need you to develop a one day orientation for the new hires. The orientation will be 4 hours long.

First hour: the hires will be going a PowerPoint presentation in which they will be educated about the company such as company history, policies, procedures and etc.

Second hour: the new hires will be given a tour of the location so they can find their way around the place

Third hour: the employees will be signing all the paperwork for admin

Fourth hour: the new hires will be given their ID

You need to report to new every single day at the end of you shift to debrief what you have completed

I have also given you a printout of plan that you should follow so everything gets done on time.

How many of you felt bogged down with all the expectations and guidelines that I laid out? How many of you felt excited and relieved to see how organized everything was for you already?

Everything is motivated differently and what motivated one person and seriously de-motivate the other

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No one motivational type is better than the other

There is no best way to motivate oneself because everyone is motivated differently so one technique may work for one person but not work at all for another person.

Think of it this way. We all have different blood types. One type of blood is not better than the other however, if you inject the wrong type of blood into someone, it can be deadly. This is really good analogy used by Tamara Lowe in her book, “Get Motivated”. We really like this analogy to help us always remember that everyone cannot be motivated the same way. As an HR manager, it’s a handy analogy to keep in mind to always remind you of this.

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MOTIVATIONAL DNA

This assessment has been created by Tamara Lowe. Tamara Lowe is a consultant, personal coach, motivational speaker and entrepreneur. Her and her husband conduct business seminars calls GET MOTIVATED, in which they have taught millions of people how to get motivated in all aspects of their including career, relationships, money and goals.

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We really liked her Motivational DNA personal assessment that helps people discover their motivational type. How are you specifically motivated?, is the question that is answered after completing this assessment.

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According to Lowe, there are 3 main factors that drive people’s motivation:

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CHANGE YOUR BEHAVIOUR

“To-Date” signals vs. “To-Go” signals

We found a study that proves the importance of being careful of how you’re thinking about a goal when it comes to goal progress. This is an important goals framework in relation to self-regulation which is called “to-date” signals and “to-go” signals. This theory states that it is important to perceive your progress of a goal in a certain way in order to stay motivated. “To-date” signals means as the goal setter, you are looking at what is accomplished to date in relation to your goal. “To-go” signals means that you are looking at what is still left to do in order to achieve your goals. The comparison of “to-go” versus “to-date” signals is studied to understand goal commitment and goal progress.

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The studies conducted verify that talking about “to-date” goals versus “to-go” goals, implies high commitment to a goal. “To-go” information versus “to-date” information signal lack of progress. Talking about what is completed to date helps motivate people to work on goals that are partially attained. On the other hand, focusing on what still needs to be completed increases motivation when a goal is not partially attained.

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In addition, the study conducted demonstrated that you should talk about “to-date” information when you are not certain of how committed you are to a goal. Such examples include studying for a moderately (vs. highly) important exam or donating to a new (vs. familiar) charity.

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In contrast, focusing on “to-go” information is much more motivating versus “to-date” information when you know you are highly committed to a goal. For example, you want to think about what it left to go to accomplish a goal such as donating to a familiar charity or studying for an important exam that you’re determined to do well in.

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This framework looks at the psychology behind how you need to think in order to stay motivated.

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Small-Area Hypothesis

This is an interesting hypothesis in which goal setters are recommended to focus on the small area when trying to stay motivated to achieve goals.

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When you are initially starting a goal, you will be more motivated if you focus on the little amount of progress you made compared to the large amount still required. The example the authors gave is that it is more motivating to focus on the 20% of the goal completed compared to the 80% of the goal that is remaining. Similarly, when you are close to completing a goal, you will find it more motivating to focus on the small amount of effort still required compared to the large amount completed. Again the authors provided the example that it is far more motivating to focus on the 20% of the task remaining versus the 80% you have already accomplished.

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In either situation, you will find that you are more motivated to achieve a goal by focusing on the small-area of the goal.

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Quite interestingly businesses who understand this concept use it to increase profits and customer loyalty. Examples of these types of businesses include coffee shops which give customers a card with a stamp on it. Every time a customer makes a purchase, he receives a stamp on his card. This is psychologically motivating the consumer to continue purchasing from the specific coffee shop.

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These interesting theories may work for some of you but remember, not everyone can be motivated the same way. You may consider applying these ideas when setting goals. As an HR manager, you will be setting goals such as goals for career advancement and if something from this workshop works for you, then it will help you succeed in your career. You can also recommend them to other employees and help them reach their goals and strive in their career.

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done