Motivation: The Answer to a New Culture and Engaged Employees

Oct 23, 2018


You may find yourself in the same position as Home State Bank several years ago. The award-winning bank was standing on solid ground, but the executive team saw an opportunity to achieve tremendous growth in their market.

After careful review, the bank realized that the best method to take advantage of their growth opportunity was to engage employees better and implement a new company culture.

“We were already a really healthy organization, but we knew that more was possible,” according to HSB culture coordinator Danille Curtis. “We knew that ‘more’ had to start with culture.”

Implementing a new culture requires several strategic, thought-out steps. It’s not an overnight process that will come through asking your employees to sit through a few training sessions. That approach only treats symptoms, which will return in a few weeks or months.

To achieve transformational results like HSB and create the culture that you want in your company, consider taking the crucial first step of identifying root issues related to the way your employees think.

Use an Assessment to Unlock Motivated and Unmotivated Employees

Your employees’ thinking ties directly to their motivation, which affects the overall culture and subcultures within your organization.

For your new culture endeavor to be successful, you need to identify motivated and unmotivated employees. The tool to separate employees into these two buckets is an assessment that measures thinking.

This type of assessment will provide you with insight on the emotional intelligence competencies of each employee. The results will help you find employees who have ideal clarity or undesired blind spots in their work commitment. In other words, does the employee’s personal commitment to their work align with the goals of your organization?

You can also compare the employee's competencies to a manager’s competencies to identify areas of strength or weakness.

For example, you discover that an employee with a strong work ethic is supervised by a micro-manager who tries to make decisions for them. This relationship will inevitably lead to a demotivated employee because the manager is taking energy from their direct report by micromanaging them.

Conversely, a manager who aligns with the competencies of an employee with a strong work ethic will provide freedom for the employee to complete their tasks, increasing motivation and productivity.

The key to changing your culture and increasing engagement is identifying employees who fall into each category and then taking a critical step of providing relevant coaching or training.

How to Continue Motivating a Motivated Employee

A motivated employee is full of energy because they have a sense of satisfaction from their work, they have a positive and productive relationship with their manager, and they can see the tangible results of their work helping the company achieve their goals and objectives.

To continue motivating a motivated employee, consider these two actions:

1. Review the employee’s competencies to identify strong areas of clarity. Communicate these strengths to the employee’s manager to ensure that the manager is aware of how to continue supporting their strengths.

2. Identify any blindspots in the employee’s competencies. Then, provide coaching or training to address these blindspots.

Taking these actions will allow you to accentuate the employee’s strengths and address any weaknesses to ensure the employee remains motivated, engaged, and an active contributor to your new company culture.

This step was a tremendous success for Home State Bank. Managers were able to communicate more effectively with their direct reports, understand how to continue motivating employees by evaluating their thinking patterns, and create a clearer vision for each team.

How to Motivate a Demotivated Employee

A demotivated employee is not a lost cause for your company. This individual is still a valuable part of the team who needs support to change course. Your role is identifying the cause of the demotivation.

Consider these five actions to increase employee engagement and encourage the employee to be part of the solution for a new company culture.

1. Review the competencies of the employee to identify what could be the source of their demotivation.

2. Have a critical conversation with the employee to gather facts about what’s causing issues for them in the workplace, with their manager, or another employee.

3. Have a critical conversation with the manager to gather facts about what they’re seeing from the employee in regards to their productivity, interaction with workers, and overall demeanor.

4. Have a critical conversation with the employee and manager together to strategize a solution to address the issue(s) identified in Steps 1-3.

5. Provide coaching or training for the employee to address their blindspots that are impacting engagement and support for the company.

The training or coaching needs to focus on changing the employee’s thinking that impacts motivation and behavior. Training that only targets symptoms will not lead to the long-term change you need to increase engagement and support a new culture.

What Are the Results of Focusing on Motivation to Increase Employee Engagement?

Home State Bank realized two goals when they implemented a strategic approach to change their company culture and better engage employees.

- The bank’s Culture Survey Score jumped from 5.80 to 6.22 over a two-year period.

- The bank achieved the #3 ranking in the state of Iowa among small workplaces. This meant HSB became an employer of choice for their market, increasing the quality of talent applying for positions in their company.

One of the tools HSB utilized to implement their new culture was the ZERORISK Clear Direction Team and Communication Development Program.

Within the program is the Team Directory Report that includes analysis of your team's thinking diversities, the management demands that will be required by each manager to support each employee, and counsel on how to effectively communicate with and motivate each direct report.

Your company can achieve success similar to HSB by utilizing our tool to unlock the emotional intelligence of employees that indicates employee engagement and how to change your company culture.

To get started on the team development program, please complete this form so that we can quickly follow up with you to discuss your specific needs.

ZERORISK helps organizations build great cultures by identifying, developing, and retaining top talent. The ZERORISK Hiring System blends a revolutionary behavioral science with state-of-the-art technology to reduce unwanted turnover and improve employee performance. For more information contact us at (800) 827-5991.

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