“Driven: How Human Nature Shapes Our Choices” published in 2002 by
Professor Lawrence and Dean Nohria of Harvard Business School discusses how 4
biological drives can effect employee behavior on the job. Here we take a look at how these drives might
be incorporated into incentive programs to drive performance.
The
Drive to Acquire Stuff & Status
Incentive
programs typically use a variety of non-cash awards that employees can earn for
achieving certain objectives. The well
designed program will allow the winners to accumulate awards from the initial
phases thru completion. The employees
are acquiring personal and luxury items they wouldn’t typically buy for
themselves, including trips, deluxe merchandise, gift cards to special places
etc.
The
Drive to Bond
Often
they are on teams working together and aspiring to reach a higher status. As
the program goes on you can see employees discovering all sorts of ways to
enjoy the fruits of their labors together. By sharing rewards with family and
friends, they are increasing their status in the eyes of their peers.
The
Drive to Create
Programs
can be anchored with a focus on connecting achievement with individual passions
and pursuits. People desire to creatively contribute to something bigger than
themselves and can satisfy the desire for purpose and meaning.
The
Drive to Defend
The
program is standardized, making it a fair and equitable motivator influencing
human behavior. The earning rules are clear, and employees are willing to
cooperate with one another to achieve results and foster teamwork.
