It's been a while since I last wrote anything, so I decided to come up with something new. As it happens, I'm participating in a training session for our Group Managers in Coherent Solutions Poland in DevOps practice. It's an exciting experience, and right now, we're focusing on different motivation methodologies, which I’d like to share with you. Do you know any motivation theories apart from Maslow's Pyramid? Which ones are the most practical for you in your day-to-day work? Let’s explore what we have and what’s most convenient to use. There are quite a few methodologies, but these four are the most commonly applied: - Maslow’s Hierarchy of Needs (I’m listing it first because it’s the classic starting point) - The 4-Drive Motivation Theory (complex and requires some deep understanding) - Herzberg’s Two-Factor Theory (great for structuring your thoughts) Maslow’s Hierarchy of Needs This is the giant of motivation theories, with its five original levels, later expanded to eight. So, how’s your transcendence level coming along? 😉 In this theory, we deal with B-needs (growth needs) and D-needs (deficiency needs), and neither can function properly without the other. The 4-Drive Motivation Theory During the training, instead of running role-play scenarios, I asked participants to evaluate themselves using this model. We quickly realized that no one operates solely on one drive. People are always motivated by a mix of factors. For example, consider large corporate events like company-wide volunteer initiatives: planting trees, cleaning up parks (heard of CleanMan?), or making clothes for those in need. These activities often align with the Bond drive, fostering employee retention through collective motivation. Imagine the pride of telling someone, "Today, our entire company worked together to help our community, city, or school." Herzberg’s Two-Factor Theory This one’s my personal favorite because it aligns with my DevOps principles. The best DevOps rule? ASAP – As Simple As Possible. And this theory is just that! Without a sense of security and confidence in the future, don’t expect employees to aim for high goals. We saw this clearly when a large number of people relocated to new, unfamiliar circumstances. Their priorities shifted to finding food, housing, and schools for their kids. Only once they settled down did they start asking about new processes, more interesting projects, and opportunities for growth and participation. All motivation theories share a common foundation: if there’s no burger in hand, comfy chair to sit on, great monitor to work with, functioning air conditioning, sense of security, or stable salary, there’s no way to expect amazing results, proactivity, or willingness to pull overtime in critical moments. Take care of your people, and may the DevOps spirit be with you! 🚀 Coherent Solutions Poland #DevOps #motivation #manager #activities #learning #training #team
I must say, this reads like an excellent advertisement for a fascinating training program. Intriguing! 😏
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4wI was always interested in how the recent statements correlate with the garage-based startups that, as we know, achieved great success without stable salaries, relying solely on their willingness to work long hours.