Engaging and Motivating Does Not Work. Here’s What Does.
Georganne
November 25, 2024
For years, leaders have focused on trying to engage and motivate employees and we’ve seen no shortage of rich research on the subject. While well-intentioned, these efforts often yield temporary results. Lasting success doesn’t come from motivation alone but from creating a culture where people have the environment and support to truly thrive. In my opinion, all this really comes down to meeting three fundamental requirements that I find too many managers and employers miss: autonomy, belonging, and competence.
Shifting from Motivation to Thriving – My Guide
Motivation doesn’t always lead to sustainable performance, just as a temporary boost of fertilizer won’t make a plant thrive indefinitely. People, like plants, need the right environment to grow and reach their full potential. At the core of this environment are autonomy, belonging, and competence.
1. Amplify Autonomy through Structure and Flexibility
Autonomy doesn’t mean leaving employees to figure things out alone. Instead, it’s about providing clear expectations and then giving them the flexibility to approach their work in ways that suit their strengths. Structure and flexibility go hand in hand; employees are empowered to make meaningful choices within a framework that aligns with company goals.
Example: Instead of dictating every step of a project, outline the objectives and desired outcomes, then let team members decide the best path to reach them. This approach gives them a sense of ownership while ensuring alignment with organizational priorities.
2. Build Belonging through Joy Amplification and Empathy
Belonging is cultivated by making employees feel valued and connected. Leaders can foster a sense of belonging by recognizing the unique contributions of each team member, celebrating wins together, and showing genuine empathy in challenging times.
Example: A CEO I worked with initiated weekly “Joy Check-ins,” where the team could share a personal or professional highlight of the week. This simple ritual built rapport, encouraged team members to celebrate each other, and reinforced a culture of mutual respect and camaraderie.
3. Cultivate Competence through Clear Job Descriptions and Feedback
People thrive when they feel competent and capable. This requires balancing the level of challenge with clear, measurable expectations and supportive feedback. Well-defined job descriptions and specific, constructive feedback help employees understand their roles, measure their progress, and continually improve.
Example: In one of my client companies, we created job descriptions with measurable performance indicators, followed by regular feedback sessions. Employees had a clear understanding of what success looked like, and the consistent feedback provided them with actionable insights to grow.
Why This Matters for Leaders
Building a culture that prioritizes autonomy, belonging, and competence moves beyond the temporary effects of engagement initiatives. When leaders design a work environment that satisfies these core needs, they create conditions where employees naturally perform at their best, resulting in greater resilience, satisfaction, and loyalty.
Conclusion
Moving away from motivation and focusing on a culture that meets fundamental human needs is the key to lasting success. By amplifying autonomy, fostering belonging, and cultivating competence, as highlighted in Rachel Llanes’s work on the Science of Flourishing, leaders lay the groundwork for a thriving team and sustainable performance.
Ready to create a culture that empowers your team to flourish? Let’s connect to discuss how I can help you build a thriving environment for your team. Contact me today to get started. If you’re interested in reading more of my thoughts on leadership and assoicated challenges, give my recent article on The Power of Teamwork and maximizing you’re team’s leadership potential for remote work a read.
Georganne Goldblum,
CEO of Coach4Execs
About Georganne
Georganne Goldblum is a seasoned executive coach with over 20 years of experience, specializing in coaching senior executives to outperform their goals and competition. Drawing from her impressive background as a Fortune 500 executive, management consultant, entrepreneur, and private investor with over 25 years of management experience, Georganne brings a wealth of knowledge and expertise to her coaching. She helped 7 companies optimize their business exits in the last 5 years, netting over $1.1 billion. Over the last 9 years, assisted 13 companies in achieving exits totaling over $2 billion.
An MBA graduate from the renowned NYU Stern School of Business, her impact and influence in the industry are evident through the numerous accolades and awards she has received, including the prestigious Charles “Red” Scott Award. She has been recognized as one of the Most Influential Businesswomen in South Florida. Connect with her on LinkedIn.
