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Management

Motivating a Team

  1. Curated Learning Resources

    • Delivery Hero logo
      How to Motivate A Growing Startup Team

      Dave Bailey, Co-Founder & Brazil CEO, Delivery Hero

      Dave explains that for knowledge work, intrinsic motivators (autonomy, mastery, purpose, relatedness) work better than extrinsic motivators (targets, bonuses, penalties, etc). He then explains these motivation methods: • How to Give Your Team Purpose • How to Give Your Team Autonomy • How to Help Your Team Master Their Role • How to Help Your Team Relate With Each Other • How Does Compensation Fit into Motivation?
    • Two Sigma logo
      Building and Motivating Engineering Teams

      Camille Fournier, Managing Director, Two Sigma

      Camille covers: • The tech industry changed significantly between 2007 and 2016. Stereotypes from 2007 may not apply anymore. • Salary is still important to engineers. Companies need to pay market rate to attract and retain talent. • Purpose and mission are important to inspire engineers. They want to understand the business and have input beyond just technical work. • Engineers want to be involved in non-technical Decision Making and problem solving to feel connected to the business. • Respect is important. Engineers want to be treated like adults and professionals, not "overgrown children." • Engineers often have more to offer beyond just coding skills and want opportunities to partner with the business. Companies should challenge engineers to understand perspectives outside of engineering. • If companies can't pay top salaries, they need to offer engineers other reasons to join like growth opportunities. • Companies have more talent to choose from now but also more competition. • Finding undeveloped talent and giving engineers a voice beyond the technical are important to attract and retain engineers.
    • Stanford GSB logo
      Currencies (On Motivating Different People)

      Ed Batista, Executive Coach, Stanford GSB

      Leaders seeking to uplift employee motivation should steer from traditional positive or negative methods - known as "KITA" (Kicks in the Ass) - and focus on intrinsic and extrinsic motivators, according to 20th-century psychologist, Frederick Herzberg. These motivators, which lead to job satisfaction or dissatisfaction, suggest that satisfaction stems from intrinsic factors such as achievement recognition and growth opportunities, while dissatisfaction stems from inadequate extrinsic elements like poor working conditions or low pay. Offering currencies such as vision, challenges, recognition, inclusion and affirmation as rewards can encourage genuine motivation over mere compliance. However, individual value and preferences should guide the motivational approach.