15 Best Questions to understand what drives your people

Not everyone is driven by the exact same motivator. But that motivator is the driving force behind our actions, behaviours and choices.

Some people are driven by external factors like:

• Rewards

• Recognition

• Avoiding punishment

Some are driven by internal factors like:

• Joy and fulfilment

• Liking challenges

For some it helps to be able to self-direct (high level of autonomy), some like a more guided and clear instruction on what to do (need for structure).

Some people have a blend of things that is driven by a social aspect. Their interactions with others can be the motivator they need. They like:

• To feel part of a team of community

• Positive feedback and encouragement

• The recognition from a team or their leader

Some are driven by a higher sense of purpose: contributing to something greater than themselves.

And at some levels people just have a problem or threat that drives them:

• A roof over their head

• Bills to pay

• Hunger

As a leader it’s important to recognise and utilise this. Not everyone has a drive simply because the KPI for them, their team or their company is clearly outlined.

Find a way to support the driving factor of your team members. They’re all individuals, so talk to them.

These are 15 questions you can use to find out what you can focus us to help them be the best version of themselves:

1. What is important to you?

Delve into the internal motivators of who you’re talking to. The answers to this one can be surprising. Beware this questions sometimes needs some thinking time / digging. Don’t be afraid to dig a bit deeper.

2. What do you want to happen in the next 3 years?

One that we often hear, not without reason of course. In a business environment this will often lead to answer regarding professional, financial and perhaps some personal aspirations.

3. Why is motivation needed?

This one is typically more for a group setting. It helps to further explore the topic and evoke some group discussion. Sure to lead to some interesting insights.

4. What are is your proudest accomplishment?

Find out what people take pride in. Whether this is a project, milestone in life or a challenge they overcame. Sure to show some driving factor.

BONUS: You may want to try to switch it up with: “What are you most proud of?” Sounds similar, but can give very different answers.

5. If money were no object, how would you spend your time?

This taps into deeper desires and passions, beyond the financial considerations. It can help to find side projects, courses to explore, what direction their growth can be in.

6. What motivates you to work hard?

Listen very carefully on this one, you might get a socially desired answer from some. For others this can be a very direct questions to a very top of mind considerations.

7. What’s the best book you read?

It could be an answer that seems shallow, but then dig deeper into why. Often this can bring up behaviours they admire, character traits they can relate to, what inspires them. Don’t forget to ask: “Why?”

8. What’s your biggest pet peeve?

Identifying irritations or frustrations can shed light on what matters to someone and why. Avoiding these / clearing them for them can help boost they’re feeling of being appreciated and valued.

9. What activities make you lose track of time?

Find out what can put people in a state of flow. Deep focus is hard to actively go into, some topics naturally put people in it. Find out what these are and consider how (if) you can incorporate it into their daily work life.

10. Do you collect anything?

Hobbies and collections often reveal passions. Not just passions, but the ones that stick over a longer period of time. Ask them what is so interesting about the thing they collect.

11. How’s life outside of work?

Acknowledging the whole person, not just the work employee in them, fosters a supportive and inclusive culture. It shows genuine care and on itself can positively impact motivation.

12. How’s your work/life balance lately?

Balance, or harmony, affects motivation. Similar to number 11 it shows genuine care, but also offers you insights into where you can help them get rid of some possible stressors.

13. What are some of your hobbies?

Hobbies of course reflect personal interests. It also gives you insights into how you can tailor their work or your approach towards them.

14. What did you get up to this weekend?

Casual conversations show you care, they also give you insights into what possibly energizes people.

15. What are your personal goals this year?

These foster open communication but also be an opening into bringing some vulnerability into the workplace (which can boost innovation, but more on that in my newsletters). You might need to show some vulnerability in this one first.

Remember motivation is a multifaceted thing. There is no such thing as a one size fits all approach.

If you want more of this, watch out for the newsletter, and follow me on LinkedIn. 

I talk about these topics daily.

Cheers,

Roel