Love the DALL.E tool yet it’s been my experience that the key engagement technique is to clearly define the value proposition to the individual, highlight their #WIIFM. They are investing their time, our most precious commodity, so respect it (and them) by describing the value up front. They’ll stay engaged.
Acknowledging your comment :). This might be of interest and pique your interest relating to motivating people beyond money.
Interesting takeaways: (2009!)
“One reason may be that many executives hesitate to challenge the traditional managerial wisdom: money is what really counts.”
“One global pharmaceutical company conducted a survey that showed that in some countries employees emphasized the role of senior leadership; in others, social responsibility. The company is now increasing the weight of engagement metrics in its management scorecard so that they are seen as core performance objectives. One biotech company has reframed the incentives issue by putting the focus on “recognition” instead of “reward” in order to inspire a more thoughtful discussion about what motivates people.”
“what motivates people” is key @Roxann. I once worked in the midst of a salary freeze that lasted multiple years and it forced leaders to change their conversations and led to my “aha” moment too, at different times we have different needs. It may be recognition, it may be professional (or personal) development, it may be more flexibility, time off, opportunities to job shadow or work with other teams with the common theme that rewards are different at different points in our lives. Leadership begins with quiet, open, and direct conversations between teammates.