Employee Motivation Techniques from Jennifer Dulski

If you’re going to get anywhere in business, you need to be able to rally the troops. Jennifer Dulski, former President and COO of change.org and former Head of Groups at Facebook has a new book called Purposeful: Are You a Manager or Movement Starter where she shares some of the ingredients to her secret sauce that keeps employees happy and organizations growing.

1. Customize motivation.

The only way to know what motivates individuals, Dulski concluded, is to ask them. Hence: the Motivational Pie Chart. Dulski gives employees a drawing of an empty circle and tells them to divvy it up according to their personal priorities. Sixty percent might be personal development, 20 percent recognition, and 20 percent compensation, for example. “Sometimes, people will say something uncommon, like ‘I am really motivated by being in the spotlight,'” Dulski says. Employees then color-code each slice to indicate current levels of satisfaction. Green if the company does a great job with that motivator. Yellow if the employee wants more. Red if things are bad.

2. Clarify decision making.

Dulski suggests a rule of thumb: Employees should be able to make 90 percent of the decisions required by their jobs. To create a common vocabulary for discussing authority levels, she uses the same color-coding deployed in the pie chart: green for decisions made autonomously; red for decisions requiring permission; and yellow for decisions where authority is unclear. Dulski says that without the 90-10 Rule, things tend to break down in one of two ways. “Either you are asking people to make decisions they should not be making based on their role, or a person is capable of making decisions, and a manager is getting involved when they really don’t need to,” she says. Both instances leave employees feeling stripped of control.

3. Lay out the long-term plan.

The adage “People don’t leave companies; they leave managers” is a bit of a canard. “My experience has been people leave when they stop growing and learning,” Dulski says. At Change.org, she learned a technique called Horizon Mapping to keep people motivated and guide their progress toward personal goals.

4. Get to know folks.

In one technique she uses, called Lifelines, Dulski will break up employees into small groups and ask each member to describe three to five experiences that made them who they are. “I have seen tremendous bonds coming out of this as people go a level deeper,” she says.

These are some great tips. At Moore Benefits, we’ve found that employee benefits like great health insurance, dental, vision, wellness programs, etc., can be great motivators as well and ruling your world means keeping the team happy and focused!  Contact us if you have any questions or thoughts about your company’s benefits. 

Learn Moore:

Why Your Employees Will Love the ’90-10 Rule’–and So Will You

Spread the love