Amrop Low Cost High Stakes Motivational Strategies 140116

Amrop

Talent Strategy Series

Low Cost,

High Stakes Motivational Strategies

for Hiring and

Onboarding

By

Milena PERVANJE

Steffi GANDE

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Introduction

Low cost, high stakes Motivational strategies for hiring and onboarding

The war for leadership talent, combined with pressure on executive compensation packages, is a

challenging mix for hiring organizations. Meanwhile, cases of reckless risk-taking driven by

dysfunctional motivation have badly damaged the reputation of many top managers and with them,

the organizations with whose leadership they were entrusted. This kind of risk-taking is considered

by many to be a root cause of the economic crisis – one that has led to a re-thinking of senior

executive compensation.

Contents

Executive Summary

Promote autonomy:

Keep it individual:

Create strategic space:

Use imagination:

Exercise tolerance:

Give fresh hope:

Performance Management:

Feedback

Organizational Strategy:

Passing it On:

Sovereign or Servant?

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Low cost, high stakes Motivational strategies for hiring and onboarding

An established but struggling telecoms player is under pressure. The

position of Global Vice President of Marketing must be filled in weeks.

Two final candidates have been shortlisted. Yet the financial

compensation package – already a stretch for the organization - is

uncompetitive.

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Building a Motivational Platform –

The Research Context

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“To be self-

determined is to

endorse one’s actions

at the highest level of

reflection. When self-

determined, people

experience a sense of

freedom to do what is

interesting, personally

important, and

vitalizing.”

Group one Group two

Intrinsic Motivation – Fertile Ground

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Early beginnings

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Of Orange Juice and

Race Tracks

I just got in, hear me out

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Down to Business6 Keys to Intrinsic Motivation

1 Promote autonomy.

2 Keep it individual.

3 Create strategic space.

4 Use imagination.

5 Exercise tolerance.

6 Give fresh hope.

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7

Performance Management

Key question

5 Further Levers for Recruitment and Onboarding

Performance Management Practices – Greener Grass?

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8

Feedback

Key questions

Feedback – Rising Importance

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9

Organizational Strategy

Key Questions

Organizational Strategy – When Words Are Not Enough

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10

Motivating Others

Key Question

Passing It On – Motivating Others

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11

Sovereign or Servant?

Key questions

Sovereign or Servant? The Ultimate Checkpoint

Sovereign style:

Servant style:

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Conclusion

Sources

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About Amrop

www.amrop.com/offices