Engagement has the potential to impact productivity and overall organizational performance.

But are you using the right strategies to engage your teams?

Test your knowledge about engagement and motivation. 

Learn whether you are doing things right, or if there is room for improvement!
Let's begin
 
Hi there, what's your name?

 
Okay, {{answer_QqQg}}, I hope you are ready...

 
Do you think it's possible to motivate someone? *

     
 
What is NOT an intrinsic motivator? *


 
What outcomes or triggers might cause a person to have an optimally motivated outlook? *


 
When it comes to long term engagement and motivation, is being "driven" to accomplish a goal a positive strategy? *

     
 
Do you believe that creating and facilitating a collaborative team environment can increase individual levels of engagement and motivation? *

     
 
Have you had measurable success with any particular strategies to increase engagement, and motivation? If so, please make a note of your favourite methods!

 
Ready to find out the answers?

 
It is actually not possible to motivate someone, as every one of us are fully motivated individuals.
(You answered {{answer_51458263}} .)

To be honest, this was a bit of a trick question! We all have an innate desire to thrive. 

We shouldn't be asking whether people are motivated or not, nor whether we have the ability to motivate them, in the first place...

The question should be do we know why or how someone has been motivated. And then we should determine whether that is a positive or negative source of motivation.

If we are motivated to do things for the wrong reasons, or being pressured into achieving something, we may do so begrudgingly, inefficiently, and in poor quality through a lack of interest.

 
An intrinsic motivator is a basic human need that, if satisfied, will increase our motivation, our productivity, and our happiness. 
(Your answer was {{answer_gimE}}.)

The three basic human needs that have been identified as intrinsic motivators include relatedness, autonomy and competence.

Values are standards of behaviour; one's judgment of what is important in life; enduring beliefs a person has freely chosen to accept as guidelines for how they work and live their life.

Values are important to understand, as regardless of whether they are aware of it or not, people are always acting from their values. 

Making an effort to clarify just what your values are, and then aligning the work that you do with your values, can help to stimulate positive motivation and engagement in said work.

 
An optimal motivational outlook occurs when a reward can be aligned with a significant value such as learning, when integrated with a greater life or work purpose, or when the rewards are inherent, bringing natural enjoyment or satisfaction.
(You chose {{answer_cDVb}}.)

Receiving any kind of "prize" or satisfying someone else's wishes are both external motivators, even if these are things you may want for yourself. Once said prize has been received, or that goal has been achieved to satisfy another person, your "drive" diminishes.

Meeting a self-imposed deadline may also bring some satisfaction, but because it is imposed, you naturally lose some autonomy.

However, when you acquire new knowledge, you increase your sense of competence, and increase your autonomous capabilities, satisfying those intrinsic needs.

When you bring gains to others through work that you have done - so long as it is something you wish to do, and have autonomy in how you do it - you also meet your needs for relatedness.

And this last one is a bit tricky.

Assuming that you performed work for the purpose of achieving a common goal, and NOT simply for the reward of recognition or increasing status, both your needs for relatedness and competence can be satisfied when you are recognized for your contributions.

Doing so for the sole purpose of gaining recognition is again an external motivator, and has negative implications on your motivational outlook over time.


 
Drive can be defined as: an innate, biologically determined urge to attain a goal or satisfy a need.

And as hinted at in the last answer, "drive" is not a good long-term motivator. 
(You answered {{answer_51463306}}.)

Being "driven" to attain a goal might sound positive, and will likely facilitate a person in achieving said goal.

However, drive dissipates when the goal is achieved, or when the need is satiated - the opposite of how meeting our psychological needs impact us, which is to experience positive energy, vitality and a sense of well-being when these needs are met.

Being driven to achieve one goal can also distract people from what intrinsically motivates them. Once the goal is achieved, that person can experience a serious energy low.

Instead of being goal driven, peak performers are values based and inspired by noble purpose.

 
Collaboration has been described as “an intense co-mingling of ideas and inspiration shared by two or more people seeking to find solutions to specific challenges and goals that are innovative, practical and achievable within the framework of the organization/communities they serve.” 

For the reasons below, creating and facilitating collaborative environments is a key to increasing engagement and motivation of employees.
(Your answer was {{answer_51806354}}.)

When people come together to explore challenges, and have the ability to share ideas and build upon each others' thoughts, all three intrinsic needs can be met.

Relatedness can be met in several ways: 
- coming together to physically and mentally engage with others
- working on a common purpose with a higher goal (whether for the organization or for society)
- working together to solve a challenge, to make progress in our daily responsibilities

Autonomy needs can be met by:
- allowing the team to assess the challenge at hand and come up with ways to test and address them
- giving individuals the control to assign themselves smaller tasks within the greater project of finding the solution

Competence needs are also met because:
- each team member contributes the existing knowledge they have to increase the understanding of others
- each team member learns from the other when knowledge is shared
- each team member learns through trial and error of exploring various solutions

 
Thanks for taking the time to very quickly test your knowledge, and for sharing your responses with me!  

Please click through to the end to share your results and hear my closing message about why this topic is oh-so-critical for the future.

 
Please tell me, {{answer_QqQg}}, did you find this micro-quiz very informative? *

 
Are there particular struggles you have with employee engagement or team collaboration that you'd like to share?

 
{{answer_QqQg}}, please watch the video below to hear about WHY I think this topic is of utmost importance.

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