What is it that engages people in their work? It certainly isn't something that can be packaged or sold.
Some people see their job for what it is worth and are driven to make as much money as possible. Some people want to use their profession as a social network. There are people who live to create extraordinary products and those for whom a pay check will validate a higher personal purpose.
The SCRAF model identifies 5 motivation types:
Status - I want to get promoted.
Certainty - I want reassurance that my job is important.
Autonomy - Leave me alone.
Relatedness - Seeking opportunities to socialize.
Fairness - I want a level playing field.
The thing I enjoy about the aforementioned motivational nodes is the lack of transaction in their definition. We can formulate a performance management strategy around Holacracy but packaging and selling these employee motivational mindsets is difficult to say the least.
So let's cut the crap: What Really Motivates YOU?
Do what you gotta do...
Every organization has objectives that are time-consuming and irrelevant. We spend more time complaining about said objectives than it takes to complete them.
You can develop and implement a strategy to complete meaningless tasks in short time. As a result, you will stay off the Boss' naughty list and move on to what matters.
Grow Thick Skin....
It amazes me to see Baby Boomer Executives with an entitled sense of pride that has caused them to bicker with teenagers. We have stereotyped the behaviors of Millennials to puke-able level; Baby Boomers are far more programmed. The exercise of changing a 30 year old strategy creates a fear of change which spotlights a lack of flexibility. If you are offended by what you don't know, you should be open to learn as much as possible. To become receptive to learning requires the ability to admit you don't know everything.
We all have metrics that define our success. If you do your job well, no one can mess with you!
Our emotions creep in when things don't go our way. To every point that we make to excuse our lack of results there is a counterpoint.
You are not motivated by a reward or some neat technology. It is not your Manager or the CEO's responsibility to write your path to engagement.
Work should be fun and there is nothing more fun than winning!
1. Accept the responsibility for your own success.
2. Spend your time accordingly.
3. Make no excuses.
4. Don't rest on your past successes.
Don't Forget to Remember!