Speaker B presents the Praise Model, six intrinsic motivators for distributed teams: Predictability, Recognition, Aim, Independence, Security, and Equitability. Jeff Rosset explains how leaders can use it in daily conversations and all-hands meetings to boost engagement and retention across remote workforces.
We know that the big struggle right now is again that employee engagement. And that obviously ties into motivation and just their attachment to the company outside of monetary rewards and job stability, so on and so forth. But if you do have a fully distributed team, how do you build and foster a culture of fun at scale in a fully distributed environment?
I have a model for this, I call it the praise model. But the praise model is the six things that contribute to us intrinsically.
So and that's something that I think
so many leaders just haven't mastered is like we're taught, like, you know, the structures and processes, but are we really
taught what builds us intrinsically to show
up, stay, do our best and advocate? But the praise model is basically, and
I'll rattle it off really fast, there's
six things that contribute to us intrinsically. The P is predictability. We do our best when we can
predict, we are forecast machines.
The R is recognition. We do our best work when we're recognized for our efforts, given status, validated and feedback.
The A is aim. Meaning if we come to work every
day thinking the aim of our work is to hit our number, we're doing it wrong. Like how does our work matter to our company, our customers and their customers?
The I is independence, meaning we do
our best work when we're trusted, when we're given the tools and resources to do it without being micromanaged.
The S security.
We do our best work when we feel safe, when we're part of a pack, when we're part of a family, when we feel related to others.
And then the E is equitability, meaning
we do our best work when there's fairness, when the juice is worth the squeeze, when we're getting paid what we should versus others who are doing similar jobs. Right? Nothing crushes intrinsic inspiration like politics or somebody else being treated differently than you. So that's the way, like if you grasp on the praise and I used to use it a little sticky on my laptop to guide my conversations, guide the thoughts, guide the things that I
was thinking about, guide even my all hands meetings, you can actually start to establish that kind of motivation at scale pretty easily.
