1. How to Motivate and Retain
an Exceptional Team
Nicky Spencer
Managing Consultant
Accomplice
Motivation and Retention
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2. Know about …
• Motivation and its place in staff retention
• Foundations for motivating exceptional
teams
• Role of the team leader as team motivator
Motivation and Retention
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3. Motivation and Its place in
Staff (Team) Retention
Motivation and Retention
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4. Why’s Motivation Important?
• Motivated staff
– look for better ways to do a job
– are more oriented towards quality.
– are more productive
– are happier and stay longer
• Motivate team
– Does all, even more so: “2 + 2 = 5”
Motivation and Retention
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5. Some Theories on Motivation
Acquired Needs Theory: we seek power, Expectancy Theory: We are motivated by desirable
achievement or affiliation. things we expect we can achieve.
Affect Perseverance: Preference persists after Extrinsic Motivation: external: tangible rewards.
disconfirmation. Goal-Setting Theory: different types of goals motivate us
differently.
Attitude-Behavior Consistency: factors that align Intrinsic Motivation: internal: value-based rewards.
attitude and behavior. Investment Model: our commitment depends on what we
Attribution Theory: we need to attribute cause, have invested.
that supports our ego. Opponent-Process Theory: opposite emotions interact.
Cognitive Dissonance: non-alignment is Positive psychology: What makes us happy.
uncomfortable. Reactance Theory: discomfort when freedom is
Cognitive Evalution Theory: we select tasks threatened.
based on how doable they are. Self-Determination Theory: External and internal
motivation.
Consistency Theory: we seek the comfort of Self-Discrepancy Theory: we need beliefs to be
internal alignment. consistent.
Control Theory: we seek to control the world Side Bet Theory: aligned side-bets increase commitment
around us. to a main bet.
Disconfirmation bias: Agreeing with what Transtheoretical Model of Change: Stages in changing
supports beliefs and vice versa. oneself.
Drive Theory: We seek to satisfy needs. Source: http://changingminds.org/explanations/theories/a_motivation.htm
Endowed Progress Effect: Progress is
motivating.
ERG Theory: We seek to fulfill needs of
existence, relatedness and growth.
Escape Theory: We seek to escape
uncomfortable realities.
Motivation and Retention
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6. if you’re looking for perfect
theory around motivation –
stop now!
It’s complicated – but we have
some valuable insights.
Motivation and Retention
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7. Maslow’s Hierarchy of Needs
Five levels to be
satisfied at work
Self
Actualisation
McGregor’s “Y” Fulfil
Potential
Hertzberg’s Motivators
“about the job” Esteem
Recognition Status
Self-esteem / Respect
Social
Sense of Belonging
Escape loneliness; Love and be loved
McGregor’s ‘X’
Safety
Hertzberg’s Security – Protection - Stability
Hygiene Factors
Physiological
“surround the job”
Shelter – Hunger – Thirst
Motivation and Retention
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8. Two Types Motivation
• Intrinsic motivation – internal, because
something either brings them pleasure, it’s
important or significant
e.g. the need for approval, independence, stability,
power, peers relationships, social
standing/importance
• Extrinsic motivation – external, people are
compelled to do something or act a certain way
because of factors outside of themselves
e.g. money, rewards, accolades, good grading …
competition, punishments, restrictions, coercion.
Motivation and Retention
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9. In short: the end goal must be worth
the effort invested in getting there
Motivation and Retention
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10. Application to Retention
(it’s all in the balance)
The Team Member: needs, ambitions, drives … lifestyle, personality
Competitive Offer
Your Offer
Process of
attainment & Their Company
Your Company
transition The Service/ Product
Your Service
………
Your Team
Their Team
Your Role
Their Role
External factors: labour market – sector and role
(and how you manage it)
Motivation and Retention
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11. Foundations for Motivating
Exceptional Teams
Motivation and Retention
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12. Foundations for Motivating Your Team
CAPACITY POSITION
Team Remit
Resources Corporate role
Individual External links
Team Delivery
Well-being Innovation
Culture Leadership
Learning
ENVIRONMENT PERFORMANCE
Motivation and Retention
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13. How well is your team doing?
Rem it
100
Resources 75 Corporate Role
50
25
Individual 0 External Links
-25
-50
-75
Team -100 Delivery
Well-being Innovation
Culture Leadership
Learning
Assess and build it together.
Motivation and Retention
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14. Role of the Team Leader as
Team Motivator
Motivation and Retention
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15. Team Leader as Motivator
• Understand how team members are motivated
• Manage motivational factors to retain talent
• Secure the foundations of an ‘exceptional’ team
• Live out the Team mandate in public and private
• Encourage potential and leadership: fairness
and flexibility according to each situation, task
and individual
• Balance concern for people with the product or
service that you must deliver.
Motivation and Retention
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16. Know more
• Motivation and its place in staff retention
• Foundations for motivating exceptional
teams
• Role of the team leader as team motivator
Learn More
www.accomplice.uk.com/products/teams
Motivation and Retention
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