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How Companies Get Motivation WRONG!;Many companies get motivation right…;Many companies get motivation right…;But many companies get motivation wrong ;And some get it spectacularly wrong! ;And some get it spectacularly wrong! ;And that’s not good;And that’s not good;In our work with companies across the country, we have had the opportunity to examine why this happens…;In our work with companies across the country, we have had the opportunity to examine why this happens…; Focus only on money No manager discretion No manager tools Too complex Wrong measure Communication Fixated on costs ;;;2. Don’t give front line managers enough discretion ;2. Don’t give front line managers enough discretion ;3. Don’t give front line managers enough tools ;3. Don’t give front line managers enough tools ;4. Making incentives too complex;4. Making incentives too complex;5. Rewarding the wrong things ;5. Rewarding the wrong things ;6. Not communicating enough;6. Not communicating enough;7. Focusing on the “cost” of motivational programs – not the results ;7. Focusing on the “cost” of motivational programs – not the results ;Does any of this sound familiar? ;The real question is…    ;The real question is… what to do about this?;First recognizing where we tend to go wrong is key ;First recognizing where we tend to go wrong is key ;Then we merge theory and expertise to develop solutions using… ;The 4-Drive Model Employee Motivation ;;; ; ;Simplify, simplify, simplify;Simplify, simplify, simplify;Conduct an analysis on what behaviors your reward programs are driving ;Conduct an analysis on what behaviors your reward programs are driving ;And make sure that this is ALL communicated with a PASSION!;And make sure that this is ALL communicated with a PASSION!;Finally – don’t let Purchasing focus you just on the direct cost of a program – make sure you look at how the program drives mo