Personal Job Satisfaction Motivators
What motivates your team?
As a manager, understanding what makes your team happy at work is fundamental. When you take the time to get to know what drives and satisfies your team members, you’re not just managing them; you’re fostering their growth and development.
It is not just a nice-to-have; it’s a fundamental aspect of being a successful manager. It leads to higher productivity, better retention, improved collaboration, and a healthier work environment. By prioritising your team’s happiness, you’re setting the stage for long-term success and creating a workplace where everyone can thrive.
Here are two motivational assessments which relate to different aspects of the work you do.
Personal Job Satisfaction Factors: These are individual-centred, focusing on what makes an employee feel satisfied, valued, and motivated at work. They address personal needs, professional development, relationships, and emotional well-being. Download interactive Excel sheet here
Organisational Effectiveness Factors: These are organisation-centred, focusing on how the organisation functions, its strategic direction, leadership, and the overall work environment. They address how well the organisation is managed, its culture, and its operational effectiveness. Download interactive Excel sheet here
Understanding and addressing both sets of factors are crucial for creating a work environment that is both personally fulfilling for employees and operationally effective for the organisation.
Below is a description of the Personal Job Satisfaction assessment.
How to fill in the Personal Job Satisfaction document.
If you would like an electronic version to use with your team – for less than the price of a coffee – just follow the link
Step 1: Rank these 13 statements in order of importance to you [My ranking]
e.g. if you think “Relationship with supervisor/boss” is the most important to you in a job then you rank it number 1 and having “Status/title” is the least important to you – rank it at thirteen [least important]
Step 2 ‘To Me’ column: captures how important each element is to you – This is what you want to get from your manager for the job to be perfect – Assign a value between 1 and 5 to each element [1 = Low : 5 = Perfect]
Step 3: ‘I feel I get currently’ – Assign a value between 1 and 5 to each element [1 = Low : 5 = Perfect] – Example: You may feel you need 5 for “Relationship with supervisor/boss” but only currently get a 2 out of 5 😊
This will give you several bits of data which will be useful in leading and motivating your team.
What is most important to the team member, what the team member would like to get vs what they feel they get currently – now you can make plans to address or be aware of these needs in future.
If you chose to just use these sheets –
You need to analyse how your individuals rank the Personal Job Satisfaction Motivators what is important to individuals and what is the average for the whole team [all done for you in the Interactive excel – for less than the price of a Big Mac]
Now analyse the difference between the ‘What I Want’ and ‘What I Get’ scores – look for big positives [they are getting more than they need and big negatives – they feel they need more – this drives your actions – Now look at the average for the team [all done for you in the Interactive excel – for less than the price of a lunch deal at M&S or Pret a manger]
To make your life easier
Special offer
You can get BOTH motivational assessments as interactive Excel spreadsheets – for less than the price of a coffee – just follow the link
Along with the Excel sheet you get
- How to complete the forms
- Printable output
- Guidance on interpreting the output from your team.
Remember, there is always…