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CYCLISTS What can
MOTIVATE YOUR PEOPLE? teach you about how to
Motivate, motivation, motivating, employee, employees, engagement, engaging, communication, communicating, intrinsic, extrinsic, purpose, sense, mastery, autonomy, carrot, stick, punishment, reward, Pink, Dan, work, workplace, workforce, worker, workers, business, behaviour, behavior, human resources, leadership, leading, leader, management, managing, manager, supervisor, supervising
Strange question!
What do these people know about business?
Motivate, motivation, motivating, employee, employees, engagement, engaging, communication, communicating, intrinsic, extrinsic, purpose, sense, mastery, autonomy, carrot, stick, punishment, reward, Pink, Dan, work, workplace, workforce, worker, workers, business, behaviour, behavior, human resources, leadership, leading, leader, management, managing, manager, supervisor, supervising
1. They are probably in work. The majority are middle-aged men.
They come from all works of life and include CEO’s as well as hourly workers.
Motivate, motivation, motivating, employee, employees, engagement, engaging, communication, communicating, intrinsic, extrinsic, purpose, sense, mastery, autonomy, carrot, stick, punishment, reward, Pink, Dan, work, workplace, workforce, worker, workers, business, behaviour, behavior, human resources, leadership, leading, leader, management, managing, manager, supervisor, supervising
2. They know a lot about motivation. Cycling is one of the toughest sports there is.
You don’t race up mountains if you don’t want to do it.
Photo: Karin Schermbrucker
So what?
I don’t see what all the fuss is about motivation.
My people show up to work and get a bonus when they work well.
What’s the problem?
Well, you may be one of the few doing a great job.
The statistics are not pretty.
All the big HR consultancies regularly measure engagement (their word for motivation).
Here’s what Towers Watson found:
65%
35%
% of employees "highly engaged"
32,000 respondants Global Workforce Study, 2012
% of employees "unsupported", "detached", or "disengaged"
and here are Gallup’s findings:
47,000 respondants The State of the Global Workplace , 2010
% of employees "highly engaged"
89%
11%
% of employees "not engaged" or "actively disengaged"
Who cares if my people are “highly engaged” or not, so long as they show up and do a decent job?
You should.
Take a look at the difference in performance between companies with highly engaged workforces and those without.
Here is what AON Hewitt found in terms of total shareholder return*:
0%
-10%
-30%
-20%
10%
20%
-28%
22% High engagement (top quartile)
Low engagement (bottom quartile)
*expressed in % with respect to the average (2900 organizations)
Trends in Global Employee Engagement,2011
Productivity
Profitability
Quality
Absenteeism
Here’s what Gallup found in terms of the impact of superior engagement:
Meta-analysis (199 studies) The State of the Global Workplace, 2010
When engagement increases:
Gallup again: Financial Impact
The State of the Global Workplace, 2010
Earnings per share (EPS) of the top 10% for engagement:
> 4 x competition EPS
Engagement =
Motivation =
Performance
?
That might be a step too far…
HOWEVER
Are you going to bet against it?
If motivation = discretionary effort, don’t you want to get as much of this
as you can?
I thought this was supposed to be about cyclists?
OK.
So what do the cyclists have to tell us?
The research:
604 replies
45 000 words
91% M, 9% F
Average age 43
6500 km/4000 miles p.a.
These people are passionate!
Let’s do the math…
6,500 kms (4000 miles) per year
=
450 kms (330 miles) per month
In reality, weather conditions etc. mean an average of
1000 kms (625 miles)
per month through the summer
Or,
20 hours per week
Photo: Karin Schermbrucker
We are not talking about riding to the cornershop!
Photo: Marvin Faure
People come from all over the world to test themselves on the mythical cols of the Tour de France
Col de la Madeleine – 1993 m (6538 ft)
www.climbbybike.com
"I rode from Grenoble to Cluses, alone, going over the cols du Glandon, de la Madeleine and des Saisies : 240 kms of high mountain passes. The next day I went up to the Flaine ski-station then the following day I returned to Grenoble by the same route : a total of 540 kms, 28h on the bike, in 3 days."
- A participant
? Where does this extraordinary
motivation come from?
There is no one single reason to ride a bike, but many different reasons.
Photo: Karin Schermbrucker
From a list of 30 possible motivations, here are the top 6
#1
I just love riding my bike
94%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
#2
In order to stay physically fit, for my health, I feel really
good afterwards
93%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
#3
A personal challenge, to push myself to the
limit, to prove something to myself
90%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
#4
Time out for myself, away from day-to-
day stress
80%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
#5
Camaraderie
66%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011)) Photo: DSO
#6
I am highly competitive and love the racing
57%
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
Let’s take a look at the list all together.
What strikes you about this list?
I just love riding my bike
In order to stay physically fit, for my health, I feel really good afterwards
A personal challenge, to push myself to the limit, to prove something to myself
Time out for myself, away from day-to-day stress
Camaraderie
I am highly competitive and love the racing
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
What is the source of these various motivations,
internal or external?
I just love riding my bike
In order to stay physically fit, for my health, I feel really good afterwards
A personal challenge, to push myself to the limit, to prove something to myself
Time out for myself, away from day-to-day stress
Camaraderie
I am highly competitive and love the racing
Internal
motivations
External motivation
Source: Marvin Faure (The Motivation of Amateur Cyclists (2011))
You mean they put themselves through all this punishment for their own, internal reasons?
Photo: Karin Schermbrucker
Yes sir. The racing is secondary: all but 2 or 3 have no chance of winning.
Photo: Karin Schermbrucker
They do it for sheer fun and pleasure, because they want to stay fit and healthy, for the challenge of pushing their limits, to take time out and to be with friends.
Photo: Matthew Alexander
OK. I still don’t get what this has to do with motivation at work.
We’re getting there. We also asked the cyclists:
"What lessons can you draw from cycling for your professional life?"
“Determination , commitment, pushing yourself to the limit, finding new challenges”
“If you are determined, you can go way beyond what you think your current boundaries are”
“If you don't believe you can do it, you can't. Yet if you do, then anything is possible.”
“I can achieve anything I desire if I am willing to dedicate the time and effort.”
“Never give up!”
Photo: Matthew Alexander
OK. So now we’ve established these guys are super motivated to go cycling, and they have demonstrated some useful skills – tenacity, determination, perseverance… So how many of them are actually motivated at work?
49.5%
Are you kidding?
Half these guys are super-motivated cyclists, but as soon as they get to work their motivation disappears?
YES!
WHY?
To answer that, let me tell you a short story…
F ar away and long ago, somewhere
in the heart of Europe, a young lad
wandered around a building site in
the center of the town.
He saw three men that were
working with stone and went to ask
them what they were doing.
The first mason said:
"I’m dressing this
piece of stone. It’s my
job."
Photo: Trevor Newman
The second mason said:
"I’m the best stone
mason here. Look how
much work I have done."
He pointed to a large pile
of dressed stone.
Photo: Steven J. Lilley
The third mason said:
"I am building a
cathedral"
His eyes sparkling, he
pointed in the air to
where the great building
would stand, decades in
the future.
Photo: Marvin Faure
Very nice. Can you frame that for me so I can see how to use it?
Yes.
This, according to our cyclists, is what was missing for them to be as motivated at work as they are on their bikes:
Sufficient autonomy 54%
The possibility to learn and develop 57%
A sense of meaning, a higher purpose 60%
Source: Marvin Faure (Enquête sur la motivation des cyclistes amateurs)
These are the same three pillars of intrinsic motivation identified by Daniel Pink in the NY Times bestseller “Drive”:
1. AUTONOMY
Sufficient autonomy
2. MASTERY
The possibility to learn and develop
3. PURPOSE
A sense of meaning, a higher purpose
Source: Pink, D.H. (2011) DRIVE – The Surprising Truth About What Motivates Us
According to Pink:
“The science shows that the secret to high performance […] (is) our deep-seated desire to direct our own lives, to extend and expand our abilities, and to live a life of purpose”
Source: Pink, D.H. (2011) DRIVE – The Surprising Truth About What Motivates Us
In many companies, the principle motivational tool is a bonus tied to the achievement of individual objectives.
This not only misses the point in terms of intrinsic motivation, it is often counter-productive.
This surprising statement is underpinned by numerous scientific studies, including our cyclists.
Source: Pink, D.H. (2011) DRIVE – The Surprising Truth About What Motivates Us
So what do you suggest I do?
Creating the conditions where people can be highly motivated at work involves five considerations:
First,
1. Hire the right people
2. Pay them well
Source: Pink, D.H. (2011) DRIVE – The Surprising Truth About What Motivates Us
Then,
3. Give them space (autonomy) Don’t micro-manage!
4. Help them become experts Focus, time, training
5. Ensure they find a higher purpose There must be a meaning beyond materialism
Source: Pink, D.H. (2011) DRIVE – The Surprising Truth About What Motivates Us
The only thing left to do: Hire some cyclists and get to work!
Photo: DSO
Motivate, motivation, motivating, employee, employees, engagement, engaging, communication, communicating, intrinsic, extrinsic, purpose, sense, mastery, autonomy, carrot, stick, punishment, reward, Pink, Dan, work, workplace, workforce, worker, workers, business, behaviour, behavior, human resources, leadership, leading, leader, management, managing, manager, supervisor, supervising
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Photo credits (unless otherwise stated): The Alpine Challenge 2011 by HotChillee, photography by Matt Alexander & Karin Schermbruker