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Want a More Motivated Team? Science—and Scripture—Point to These 4 Core Needs An older but still relevant Harvard Business Review article, “Employee Motivation: A Powerful New Model,” (Nohria, Groysberg, and Lee) found that motivation is driven by four core needs—acquire, bond, comprehend, and defend. Companies that activate all four see twice the impact on engagement, satisfaction, and retention. Here’s how leaders can apply it: ?? Reward performance, not just presence. Tie pay, promotions, and recognition to results—like Sonoco’s pay-for-performance shift. People stay engaged when they see a clear path to winning. ?? Build a culture of connection. Employees commit when they feel valued. Wegmans fosters a family-like environment—leaders should prioritize teamwork, belonging, and encouragement. ?? Make work meaningful and challenging. People thrive when their work has purpose. Cirque du Soleil keeps employees engaged with creative flexibility and growth opportunities. Leaders should help their teams see why their work matters. ?? Be fair and transparent. Nothing kills motivation faster than a sense of injustice. RBS built trust post-NatWest acquisition through transparency—leaders should do the same by being honest, fair, and humble. Motivation isn’t just about external rewards—it’s about purpose, fairness, and relationships. “Whatever you do, work heartily, as for the Lord and not for men.” (Colossians 3:23) When leaders create an environment where work is meaningful and people feel valued, motivation takes care of itself. What’s one leadership lesson that’s shaped how you motivate others? #Leadership #Motivation #Culture