2011 Dr. Mary Kay Whitaker Need Satisfaction is Directly Related to Motivation The purpose of this Motivation Checklist is for you, as a leader, to proactively uncover what the people on your team need to be successful. Your team members motivation to perform at a high level depends upon you providing the correct components of motivation that sparks action. Clear motives, or components, motivate people to take action; the higher the level of performance desired, the clearer the motives must be. MOTIVATION CHECKLIST This Motivation Checklist will help you realize that motivating others they way you are motivated will not meet the needs of anyone except yourself. The key is to think about what makes the other person tick. This Checklist will identify the needs of those that are not meeting your expectations. After you are finished, a solution will emerge that you can implement today. Let s get started! Steps for Completing the Checklist (see the examples that are included) Identify an individual that you would like to see boost their performance Honestly answer the 28 questions on the following pages with that person in mind Tally the results on the Motivation Checklist Scoring Form Follow the directions and examples on the Motivation Checklist Example (pages 6-9) Develop a Motivation Plan to follow that helps motivate the person starting today 1
M O T I V AT I O N C H E C K L I S T This checklist is to help you as a leader assess the motivation level of an individual team member or department depending on your objectives. To help sort out your thoughts on how to motivate others, the checklist is divided into components to help you determine what solutions you need to put in place to achieve a higher level of productivity. Name of Team Member: Please use the scale below for selecting your answers. 5 - Strongly Agree 4 - Agree 3 - Neither Agree or Disagree 2 - Disagree 1 - Strongly Disagree Circle One 1. Is highly productive. 1 2 3 4 5 2. Puts a lot of effort into their work. 1 2 3 4 5 3. Is interested in their work. 1 2 3 4 5 4. Views work itself as their reward. 1 2 3 4 5 5. Believes it is important to their career to succeed in this job. 1 2 3 4 5 6. Performs at a very high level right now. 1 2 3 4 5 7. Volunteers to take care of things that need to get done. 1 2 3 4 5 8. Works more than most people do. 1 2 3 4 5 9. Feels enthusiastic about doing their work. 1 2 3 4 5 10. Concentrates very hard on their work. 1 2 3 4 5 11. Enjoys their work. 1 2 3 4 5 12. Seeks additional job responsibilities. 1 2 3 4 5 2
M O T I V AT I O N C H E C K L I S T Please use the scale below for selecting your answers. 5 - Strongly Agree 4 - Agree 3 - Neither Agree or Disagree 2 - Disagree 1 - Strongly Disagree 13. Is doing better in their job performance than ever before. 1 2 3 4 5 14. Puts extra effort into their work to ensure the team succeeds. 1 2 3 4 5 15. Puts in more time on the job than they have to. 1 2 3 4 5 16. Tries harder to do a good job than most people do. 1 2 3 4 5 17. Loses track of time because they are so busy working. 1 2 3 4 5 18. Is happy most of the time when they are at work. 1 2 3 4 5 19. Talks about future opportunities in the company. 1 2 3 4 5 20. Is focused and interested in doing their best. 1 2 3 4 5 21. Helps others out in order to make sure the work is properly completed. 1 2 3 4 5 22. Rarely misses a day of work. 1 2 3 4 5 23. Tries their best to come up with the most productive way to do their job. 1 2 3 4 5 24. Doesn t seem bored when working. 1 2 3 4 5 25. Feels good about their work standards. 1 2 3 4 5 26. Believes their position offers them growth opportunities. 1 2 3 4 5 27. Talks about accomplishment and excellence in their current job. 1 2 3 4 5 28. Stays late if asked or the job requires it. 1 2 3 4 5 3
M O T I V AT I O N C H E C K L I S T S C O R I N G F O R M The first step to interpreting the results of the Motivation Checklist is to summarize the results. Transfer the score of each question to the table below. Next, add the scores in each column to get a total for each motivational component. The highest scores provide you the emphasis of what this person or team needs to perform at their highest level. Set: A B C D E F G 1: 2: 3: 4: 5: 6: 7: 8: 9: 10: 11: 12: 13: 14: 15: 16: 17: 18: 19: 20: 21: 22: 23: 24: 25: 26: 27: 28: TOTAL Commitment Passion Involvement Contentment Goals Excellence Team Work Transfer each component total to the chart below. You can calculate the overall Motivation Level by totaling the seven component scores. The possible range is 28 to 140. Score Component Definition Commitment Passion Involvement Contentment Goals Excellence Team Work Dedicated to their work by the amount of time they put in Energized by their work and the creativity they put into it Immersed and caught up in their work Enjoys doing their work and the satisfaction it gives them Driven by achievement and opportunities Focused on continuous improvement and doing their best Enjoys team success over individual success Total Score = Motivation Level If the Motivation Level score is below 112 be sure to start emphasizing the top scoring motivational components from the list above to maximize productivity. If the score is above 112 it is not a motivational problem. 28 Very Low 56 Low 84 Medium 112 High 140 4
M O T I V AT I O N P L A N Name: Date: _ Top Motivational Components: Score Component Definition Commitment Passion Involvement Contentment Goals Excellence Team Work Dedicated to their work by the amount of time they put in Energized by their work and the creativity they put into it Immersed and caught up in their work Enjoys doing their work and the satisfaction it gives them Driven by achievement and opportunities Focused on continuous improvement and doing their best Enjoys team success over individual success Total Score = Motivation Level If the Motivation Level score is below 112 be sure to start emphasizing the top scoring motivational components from the list above to maximize productivity. If the score is above 112 it is not a motivational problem. 28 Very Low 56 Low 84 Medium 112 High 140 Action Plan for Manager: Note: In the past, you may have worked against this individual s needs instead of with his or her needs. Writing a plan using the top scoring components may go against your gut reaction but try it - it works! 1. 2. 3. 5
M O T I V AT I O N C H E C K L I S T E X A M P L E This checklist is to help you as a leader assess the motivation level of an individual team member or department depending on your objectives. To help sort out your thoughts on how to motivate others, the checklist is divided into components to help you determine what solutions you need to put in place to achieve a higher level of productivity. Name of Team Member: Barney Smith Please use the scale below for selecting your answers. 5 - Strongly Agree 4 - Agree 3 - Neither Agree or Disagree 2 - Disagree 1 - Strongly Disagree Circle One 1. Is highly productive. 1 2 3 4 5 2. Puts a lot of effort into their work 1 2 3 4 5 3. Is interested in their work. 1 2 3 4 5 4. Views work itself as their reward. 1 2 3 4 5 5. Believes it is important to their career to succeed in this job. 1 2 3 4 5 6. Performs at a very high level right now. 1 2 3 4 5 7. Volunteers to take care of things that need to get done. 1 2 3 4 5 8. Works more than most people do. 1 2 3 4 5 9. Feels enthusiastic about doing their work. 1 2 3 4 5 10. Concentrates very hard on their work. 1 2 3 4 5 11. Enjoys their work. 1 2 3 4 5 12. Seeks additional job responsibilities. 1 2 3 4 5 6
M O T I V AT I O N C H E C K L I S T E X A M P L E Please use the scale below for selecting your answers. 5 - Strongly Agree 4 - Agree 3 - Neither Agree or Disagree 2 - Disagree 1 - Strongly Disagree 13. Is doing better in their job performance than ever before. 1 2 3 4 5 14. Puts extra effort into their work to ensure the team succeeds. 1 2 3 4 5 15. Puts in more time to their job than they have to. 1 2 3 4 5 16. Tries harder to do a good job than most people do. 1 2 3 4 5 17. Loses track of time because they are so busy working. 1 2 3 4 5 18. Is happy most of the time when they are at work. 1 2 3 4 5 19. Talks about future opportunities in the company. 1 2 3 4 5 20. Is focused and interested in doing their best. 1 2 3 4 5 21. Helps others out in order to make sure the work is properly completed. 1 2 3 4 5 22. Rarely misses a day of work. 1 2 3 4 5 23. Tries their best to come up with the most productive way to do their job. 1 2 3 4 5 24. Doesn t seem bored when working. 1 2 3 4 5 25. Feels good about their work standards. 1 2 3 4 5 26. Believes their position offers them growth opportunities. 1 2 3 4 5 27. Talks about accomplishment and excellence in their current job. 1 2 3 4 5 28. Stays late if asked or the job requires it. 1 2 3 4 5 7
M O T I V AT I O N C H E C K L I S T S C O R I N G E X A M P L E The first step to interpreting the results of the Motivation Checklist is to summarize the results. Transfer the score of each question to the table below. Next, add the scores in each column to get a total for each motivational component. The highest scores provide you the emphasis of what this person or team needs to perform at their highest level. Set: A B C D E F G 1: 3 2: 4 3: 2 4: 1 5: 4 6: 2 7: 1 8: 4 9: 3 10: 2 11: 3 12: 1 13: 2 14: 2 15: 1 16: 4 17: 2 18: 1 19: 5 20: 3 21: 3 22: 2 23: 3 24: 1 25: 4 26: 3 27: 2 28: 1 TOTAL 10 14 7 9 13 9 7 Commitment Passion Involvement Contentment Goals Excellence Team Work Transfer each component total to the chart below. You can calculate the overall Motivation Level by totaling the seven component scores. The possible range is 28 to 140. Score Component Definition 10 Commitment Dedicated to their work by the amount of time they put in 14 Passion Energized by their work and the creativity they put into it 7 Involvement Immersed and caught up in their work 9 Contentment Enjoys doing their work and the satisfaction it gives them 13 Goals Driven by achievement and opportunities 9 Excellence Focused on continuous improvement and doing their best 7 Team Work Enjoys team success over individual success 69 Total Score = Motivation Level If the Motivation Level score is below 112 be sure to start emphasizing the top scoring motivational components from the list above to maximize productivity. If the score is above 112 it is not a motivational problem. 69 28 Very Low 56 Low 84 Medium 112 High 140 8
Name: M O T I V AT I O N P L A N E X A M P L E Barney _ Smith Date: October 21, 2011 Top Motivational Factors: Passion (14) and Goals (13) The top scoring components indicate what motivates Barney. This is why Passion and Goals has been selected. You do not want to use the low scoring components since those indicate what does not motivate Barney. Leaders that are excellent motivators provide opportunities to ensure the top scoring components are utilized and acknowledged to motivate their team members. Score Component Definition 10 Commitment Dedicated to their work by the amount of time they put in 14 Passion Energized by their work and the creativity they put into it 7 Involvement Immersed and caught up in their work 9 Contentment Enjoys doing their work and the satisfaction it gives them 13 Goals Driven by achievement and opportunities 9 Excellence Focused on continuous improvement and doing their best 7 Team Work Enjoys team success over individual success 69 Total Score = Motivation Level If the Motivation Level score is below 112 be sure to start emphasizing the top scoring motivational components from the list above to maximize productivity. If the score is above 112 it is not a motivational problem. 69 28 Very Low 56 Low 84 Medium 112 High 140 Action Plan for Manager: Note: More than likely, in the past, you have worked against Barney s needs instead of with his needs. The following plan will go against your gut reaction but try it - it works! 1. Passion - Acknowledge Barney s creativity that was demonstrated in last week s meeting. Be sure to provide opportunities for Barney to contribute to future projects and set a schedule for Barney to participate in additional cross-training within the department. 2. Goals - Find out what Barney s career goals are within the organization. Communicate to Barney my expectations for him to accelerate his learning to meet his goals and the needs of the organization. 9