5/15/2018 1 HACKING EXTRINSIC MOTIVATION Tim Houlihan – BehaviorAlchemy Kurt Nelson, PhD – Lantern Group What are the switches that organizations typically pull to motivate their employees?
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5/15/2018
1
HACKING EXTRINSIC
MOTIVATION
Tim Houlihan – BehaviorAlchemyKurt Nelson, PhD – Lantern Group
What are the switches that organizations typically pull to
motivate their employees?
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Raise your hand as high as you can!
How well do you resist?
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How good of a driver are you?
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But money is not the ONLY MOTIVATOR
and often
NOT THE BEST MOTIVATOR
“I’m helping put a man on the moon”
NASA Janitor
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So you are asking…“what is the behavioral science that drives this?”
The Four Drive Model of Employee Motivation
Lawrence & Nohria, 2002
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New 4 Drive Model
of Employee Motivation
Acquire & AchieveDriven to acquire things,
resources, pleasures and status
Bond & BelongDriven to create positive
relationships, engage, and “fit in”
Challenge & ComprehendDriven to achieve goals, attain
mastery, learn, improve and create
Define & DefendDriven to defend status, ideas,
relationships and define purpose
Based off of Nohria and Lawrence
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Relative Group 1 Group2 Group 3
Performance Massage Cash Control
Top 5% 1‐hour massage $100 Thank You!
Next 20% 20‐minute massage $30 Thank You!
Next 30% 5‐minute massage $10 Thank You!
Next 30% fancy candy bar $2 Thank You!
Top 5% 1‐hour massage $100 Thank You!
Next 20% 20‐minute massage $30 Thank You!
Next 30% 5‐minute massage $10 Thank You!
Next 30% fancy candy bar $2 Thank You!
15- Scott Jeffrey, Ph.D.
Performance Lift
Relative to Group 3 (Control)
Cash Massage
14.6%
38.6%
- Scott Jeffrey, Ph.D.
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Agree or Strongly Agree
63.6%
Neither Agree Nor Disagree
18.2%
Disagree or Strongly Disagree18.2%
Group 1 - Massage
”I would prefer to receive the cash
value of the prize rather than the
prize itself.”
- Scott Jeffrey, Ph.D.
Group 1 - Massage
Agree or Strongly Agree
68.3%
Neither Agree Nor Disagree
13.6%
Disagree or Strongly Disagree18.1%
- Scott Jeffrey, Ph.D.
”It would be hard for me to justify
purchasing a massage such as
the one offered as a prize.”
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Effect
Applications
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Eli Lilly – Master Performer Moved from incentive trip to development Access to highest levels of organization / special insight Special year-long high-profile projects for the President
Lundbeck
New 4 Drive Model
of Employee Motivation
Engagement Summit with their front-limanagers on the 4-Drives
Created a 90-day “engagement” actioplan
Specific actions implemented that engaged employees
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Rowing Together Base objective Stretch objective Wild dream objective
GM Saudi Arabia Get Saudi princes to care
about selling more cars
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Lunch in South Africa
Dine with Nelson Mandela Land in the order achieved
Summary
People need meaningful work to do or to find meaning in their work.
We want our team to win – create an environment of success.
Our ego is satisfied by how we feel, not what actually happened.
One last “hack:”priming with socks
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