Many managers spend a lot of energy trying to motivate people with what motivates them personally.
When someone doesn’t respond, it’s easy to feel frustrated or judge their commitment. But before drawing that conclusion, ask yourself: am I assuming what drives me also drives them?
Start by observing. When does this person seem to have an abundance of energy? What draws them into their work? When do they seem drained or frustrated?
Those patterns give you a starting point.
Then ask better questions. Avoid the obvious one, “What motivates you?” because people may tell you what they think you want to hear. Get more creative. Ask:
“What are you most proud of?”
“What happened last week that gave you a boost?”
“What was your biggest frustration?”
Listen carefully, use what you learn, and try a different approach. You may not get it right the first time. Keep observing, asking, and adjusting.
Understanding what drives someone takes curiosity and a willingness to look beyond your own preferences.
If you want your managers to better understand what motivates the people on their teams, message me. Let’s talk about what that could look like for your organization.
