Motivate Yourself & Your Workforce - Understanding the Traditional Interest 

The Workplace Motivators Assessment accurately measures how a person scores in six motivation dimensions, which helps us understand why people do what they do.  This area does not measure ability; it reveals interest and motivation toward certain activities.

People who score Traditional as a top interest (number one or two) will be energized when they can keep and enforce rules, processes and traditions. coach,  (Scroll down for more information.)  

It’s important to remember that both ends of the continuum value policies and tradition; it just shows up differently depending on how a person ranked their interest. Review this information if this is a person's lowest interest (number 5 or 6).

Diving into the Traditional motivator continuum is crucial for your understanding. No matter where you and your team fall on the regulatory continuum, understanding the value of both sides is crucial for overall success

Download this Image and the Workplace Motivators Assessment Memory Jogger. 

More About The Traditional Motivator:

Top Stressor and Dissatisfier: Sometimes, we can feel dissatisfied with what we are working on without understanding precisely what is stressing us out. There are stressors and dis-satisfiers for each different type of motivator. Understanding Workplace Motivators can be a game-changer! It helps people understand their stressors so they can work to avoid them.  

Potential Blind Spot: Of the six different Workplace Motivators, each has something they can “overdo” without realizing it. (Like a blind spot when driving, others see it, but we don't!) Understanding what we tend to overdo can help in our personal and work lives, serving as a ‘watch out’ for over-utilizing strengths.

What Someone with this Top Motivator Will Feel Most Rewarded By

We all thrive in environments that reward our top motivations. Our Motivators are part of our greatest strengths and are the key to high performance. Part of job fit is about ensuring that what the job rewards is also what rewards our natural drivers!

The Traditional Workplace Motivator can also be called the Regulatory motivator, as this person has a natural drive to follow and enforce processes and procedures.

Additional Resources For More Insight...

• For All Six Motivators: 
  Workplace Motivators Assessment Memory Jogger 
  How Each Motivator Reacts in Crisis
  Management Tips for All Six Motivators - Most and Least
  Find the Perfect Hobby and Perfect Gift
  Best Volunteer Opportunities for Each of the Workplace Motivators

• For Hiring: Workplace Motivators Interview Questions

• For Sales: Using Motivators to Improve Sales
• Overview: Workplace Motivators Reminders and Research 
• Listen to, Watch or Read the Transcript of Suzie's Talk: Motivating Yourself and Your Workforce.

If Traditional Regulatory is Ranked #5 or #6, Least Interested:

If this motivator is ranked #5 or #6 it least interested, their approach might be, "I tend to thrive on change,  I like new ideas and methods."

• If this area is ranked as #5 or #6, they are driven by new ideas, methods, and opportunities that fall outside a defined system of living.
• These people are always looking for new ways to accomplish routine tasks and like to set their own path to guide and direct their actions. 
• They tend to get creative when interpreting systems and will adopt aspects of them if they see a benefit.
• If you tell this person, “This is the way we’ve always done it!” without solid reasoning to back up that decision, get ready for pushback. 
• These people like out-of-the-box thinking, gathering new ideas, and exploring possibilities. 
• Give them problems to solve! 
• Put them in charge of designing and implementing a new system when an old one isn’t working and you’ll be thrilled to see their curious minds at work.
• Make sure that these team members have access to continuous education in their roles. 
• They’ll never be satisfied with setting down into a pattern— they want to make sure a process is the best it can be. 
• Give them opportunities to improve their own understanding and keep up within your industries and reap the benefits.
• These people need to work on a team that will let them explore.
• Encourage collaborative conversations where your team discusses the ‘why’ behind the ‘how’ and never shut down exploration of possibilities. 
• They may ask a lot of question , so make sure that your team is able to ask away and get the answers they need to engage.

Diving into the Traditional motivator continuum is crucial for your understanding. No matter where you and your team fall on that continuum, understanding the value of both sides is crucial for overall success.