Business leaders and human resource managers consider the "lack of employee engagement" one of their top priorities. But why do many workers not feel engaged? Learn more about motivation and engagement in the workplace with Management 3.0. https://management30.com/energize-people/motivation-engagement/ https://management30.com/practice/moving-motivators/

1. Motivation and Engagement
© Happy Melly One BV
(Original Management 3.0 Foundation Workshop Material)

2. Energize People: People are
the most important parts of an
organization and managers
must do all they can to keep
people active, creative, and
motivated.

3. How do we motivate people?
How can we improve engagement?

4. Business leaders and human resource
managers consider the “lack of employee
engagement” one of their top priorities.
But why do many workers not feel engaged?

5. Without motivation,
nothing would be produced.
Firms exist to coordinate and
motivate people’s economic
activity.
- John Roberts, The Modern Firm

6. Technically, we cannot make people feel motivated or
engaged. But we can certainly set up the right
conditions that maximize the probability that it
will happen (even though success is never certain).

7. Managers are responsible for making engagement a
built-in property of the organization.

8. Is employee engagement about intrinsic or
extrinsic motivation?
Does an author write books because she loves the writing process?
Or because she loves the support and encouragement from
readers? Maybe a bit of both?

9. Want to work with your peers to solve problems
facing today's change management?
Learn to increase employee engagement at a
Management 3.0 Workshop!
www.management30.com/events/

10. The CHAMPFROGS model deals
specifically with motivation in
the context of work-life.
It consists of ten motivators that
are either intrinsic, extrinsic, or
a bit of both.

11. Curiosity
The workers have plenty of
things to investigate and to
think about.

12. Honor
Workers feel proud that their
values are reflected in how
they work.

13. Acceptance
Colleagues approve of what
people do and who they are.

14. Mastery
The work challenges
people’s competence but it
is within their abilities.

15. Power
There’s enough room for
workers to influence what
happens around them.

16. Freedom
People are independent
of others with their work
and responsibilities.

17. Relatedness
People have good social
contacts with the others in
their work.

18. Order
Workers have enough
rules and policies for a
stable environment.

19. Goal
The people’s purpose in life
is reflected in the work that
they do.

20. Status
People have a good position
and are recognized by their
colleagues.

21. Managers must seek ways for
the CHAMPFROGS motivators to
become systemic properties of
the firm.
For example, laboratories and
research centers typically satisfy
people’s need for curiosity.

22. Get Moving Motivators on
www.management30.com

23. Don’t waste your time trying to motivate individual
workers with an employee engagement program.
Most so-called employee engagement
programs are misbegotten, unwieldy,
ineffective rolling caravans of impractical
or never-going-to-be-implemented
PowerPoint presentations.
- Les McKeown, “A Very Simple Reason Employee
Engagement Programs Don’t Work”
http://www.inc.com/les-mckeown/stop-employee-
engagement-and-address-the-real-problem-.html

24. Manage the system,
not the people.

25. Management 3.0 is not another framework, it’s a mindset, combined
with an ever-changing collecXon of games, tools, and pracXces to help
any worker manage the organizaXon. It’s a way of looking at work
systems.
Management 3.0 examines how to analyze that system to come up with
the right soluXons for beYer leadership across organizaXons.
Management 3.0 FoundaXon Workshops are all about principles and
pracXces. Combining the best of classical thinking with a fresh approach
and new insights. All embedded in a social context and in the networked
businesses we work in today.

26. Book your Management 3.0 Workshop today and improve your
Leadership Skills.
Visit www.management30.com
info@management30.com
www.management30.com