Employee Engagement

Employee Engagement
Assessments & Coaching

“Increase employee engagement by revealing motivating drivers.”

Jeff Hemmelgarn

Facilitator | Certified Driving Forces Analyst (CPDFA)

Employee Engagement

Employee
Engagement
Assessments

Jeff Hemmelgarn

Certified Engagement Facilitator

“Increase employee engagement by revealing motivating drivers.”

Motivating drivers reveal the secret to increasing employee engagement.

We increase employee engagement by measuring 12 motivating drivers as a tool for leaders to improve performance at work.Motivating drivers are the hidden personal values and passions that compel each of us into action. These hidden motivating drivers are the reason why we do what we do. When a person’s motivating drivers are identified, the secret to engaging them at work is revealed.

Each person has a unique combination of motivating drivers. Some employees may know a few of them, but most do not. These underlying drivers shape our values and determine if our work is meaningful to us—or not.

If you have an employee who cannot find intrinsic meaning in their duties, you will have an expensive, disengaged worker. The bottom line is monies and effort spent on developing employees whose roles do not align with their motivating drivers will be ultimately wasted.

Fear not, we have the solution!

We assess employees to release their hidden potential.

After your motivating drivers are revealed, you can understand what makes you get out of bed and excited for your day. It’s the hidden force that energizes you to tackle your career with enthusiasm and ambition. It’s a drive we feel internally compelled to fulfill. They unlock the secret to increasing employee engagement across your entire organization.

We assess and deliver an accurate, detailed profile report of your employee’s hidden motivating drivers and corresponding values across a continuum of 6 categories:

Employee Engagement

Knowledge

The theoretical value of discovery, learning, and application of knowledge.

Employee Engagement

Utility

The utilitarian value of practicality and ROI of time, talent and resources.

Employee Engagement

Surroundings

The aesthetic value of how beauty and form impact and influence experience.

Employee Engagement

Others

The social value of giving, being of service, and helping others.

Employee Engagement

Power

The individualistic value of self, status, renown, and influence.

Employee Engagement

Methodologies

The traditional value of meaning and defined systems of belief.

Employee Engagement

Knowledge

The theoretical value of discovery, learning, and application of knowledge.

Employee Engagement

Utility

The utilitarian value of practicality and ROI of time, talent and resources.

Employee Engagement

Surroundings

The aesthetic value of how beauty and form impact and influence experience.

Employee Engagement

Others

The social value of giving, being of service, and helping others.

Employee Engagement

Power

The individualistic value of self, status, renown, and influence.

Employee Engagement

Methodologies

The traditional value of meaning and defined systems of belief.

Employee Engagement

Knowledge

The theoretical value of discovery, learning, and application of knowledge.

Employee Engagement

Utility

The utilitarian value of practicality and ROI of time, talent and resources.

Employee Engagement

Surroundings

The aesthetic value of how beauty and form impact and influence experience.

Employee Engagement

Others

The social value of giving, being of service, and helping others.

Employee Engagement

Power

The individualistic value of self, status, renown, and influence.

Employee Engagement

Methodologies

The traditional value of meaning and defined systems of belief.

Are you ready to increase employee engagement?

We’ll reveal what really motivates your workforce.

Are you ready to increase employee engagement?

We’ll reveal what really motivates your workforce.

Accurate. Reliable. Research-backed assessments for hiring and selection, team building, conflict resolution, leadership development, and succession planning.

Are your employees avoiding their job duties or co-workers?

It’s important that leaders are aware of negativity bias and its influence on decision making. Because people are more aware of what they don’t like than what they do like, they’ll avoid what they dislike—including their co-workers.

As a result, the avoidance of a particular motivating driver is often a more powerful force than the acceptance of one. We see this when an employee has conflict with a co-worker whose motivating drivers do not align with their own.

At TeamTalent Consulting, we measure these push vs. pull (i.e., attraction vs. aversion) dynamics and highlight them for respondents and their leaders. This information is invaluable for hiring/selection, team building, reorganization, and succession planning.

Download a sample employee engagement assessment.

We’re certified to assess motivating drivers so that you can increase employee engagement and raise performance. All employees also receive a tailored action plan to work more effectively and avoid conflict with others.

Leaders: Unlock the hidden potential of your workforce. Increase employee engagement and job satisfaction while reducing conflict.

Employee Engagement

Download a sample employee engagement assessment.

We’re certified to assess motivating drivers so that you can increase employee engagement and raise performance.

Leaders: Unlock the hidden potential of your workforce. Increase employee engagement and job satisfaction while reducing team conflict.

Employee Engagement

Download a sample employee engagement assessment.

Employee Engagement

We’re certified to assess motivating drivers so that you can increase employee engagement and raise performance. All employees also receive a tailored action plan to work more effectively and avoid conflict with others.

Leaders: Unlock the hidden potential of your workforce. Increase employee engagement and job satisfaction while reducing conflict.

Employee Engagement

Deep dive: 12 Driving Forces for accurate, reliable measurement of employee engagement drivers.

Motivating drivers for workforce engagement are based upon six characteristics: Knowledge, Utility, Surroundings, Others, Power, and Methodologies. Each driver has two unique, polar approaches; thus 12 Driving Forces.

There is no good vs. bad or right vs. wrong motivating drivers for employee engagement. As a certified professional analyst, we accurately, reliably, and scientifically measure what motivates each employee’s behavior.

Let’s take a deeper look at each motivating driver as they’re grouped with their respective characteristic (below).

Instinctive

Driven by utilizing past experiences, intuition and seeking specific knowledge when necessary.

Employee Engagement

Knowledge

Intellectual

Driven by opportunities to learn, acquire knowledge and the discovery of truth.

Employee Engagement

Knowledge

Instinctive

Driven by utilizing past experiences, intuition and seeking specific knowledge when necessary.

Intellectual

Driven by opportunities to learn, acquire knowledge and the discovery of truth.

Employee Engagement

Knowledge

Instinctive

Driven by utilizing past experiences, intuition and seeking specific knowledge when necessary.

Intellectual

Driven by opportunities to learn, acquire knowledge and the discovery of truth.

Selfless

Driven by completing tasks for the sake of completion, with little expectation of personal return.

Employee Engagement

Utility

Resourceful

Driven by practical results, maximizing both efficiency and returns for their investments of time, talent, energy and resources.

Employee Engagement

Utility

Selfless

Driven by completing tasks for the sake of completion, with little expectation of personal return.

Resourceful

Driven by practical results, maximizing both efficiency and returns for their investments of time, talent, energy and resources.

Employee Engagement

Utility

Selfless

Driven by completing tasks for the sake of completion, with little expectation of personal return.

Resourceful

Driven by practical results, maximizing both efficiency and returns for their investments of time, talent, energy and resources.

Objective

Driven by the functionality and objectivity of their surroundings.

Employee Engagement

Surroundings

Harmonious

Driven by the experience, subjective viewpoints and balance in their surroundings.

Employee Engagement

Surroundings

Objective

Driven by the functionality and objectivity of their surroundings.

Harmonious

Driven by the experience, subjective viewpoints and balance in their surroundings.

Employee Engagement

Surroundings

Objective

Driven by the functionality and objectivity of their surroundings.

Harmonious

Driven by the experience, subjective viewpoints and balance in their surroundings.

Intentional

Driven to assist others for a specific purpose, not just for the sake of being helpful or supportive.

Employee Engagement

Others

Altruistic

Driven to assist others for the satisfaction of being helpful and supportive.

Employee Engagement

Others

Intentional

Driven to assist others for a specific purpose, not just for the sake of being helpful or supportive.

Altruistic

Driven to assist others for the satisfaction of being helpful and supportive.

Employee Engagement

Others

Intentional

Driven to assist others for a specific purpose, not just for the sake of being helpful or supportive.

Altruistic

Driven to assist others for the satisfaction of being helpful and supportive.

Collaborative

Driven by being in a supporting role and contributing with little need for individual recognition.

Employee Engagement

Power

Commanding

Driven by status, recognition and control over personal freedom.

Employee Engagement

Power

Collaborative

Driven by being in a supporting role and contributing with little need for individual recognition.

Commanding

Driven by status, recognition and control over personal freedom.

Employee Engagement

Power

Collaborative

Driven by being in a supporting role and contributing with little need for individual recognition.

Commanding

Driven by status, recognition and control over personal freedom.

Receptive

Driven by new ideas, methods and opportunities that fall outside a defined system for living.

Employee Engagement

Methodologies

Structured

Driven by traditional approaches, proven methods and a defined system for living.

Employee Engagement

Methodologies

Receptive

Driven by new ideas, methods and opportunities that fall outside a defined system for living.

Structured

Driven by traditional approaches, proven methods and a defined system for living.

Employee Engagement

Methodologies

Receptive

Driven by new ideas, methods and opportunities that fall outside a defined system for living.

Structured

Driven by traditional approaches, proven methods and a defined system for living.

Engaging your driving forces makes WORK feel like PLAY.

Pursue passions.

If the most successful professionals gathered, they would have one common trait: A focused sense of what drives them to perform.

This is because the work they are passionate about satisfies their driving forces. They’re feeding the underlying forces to allow their careers to flourish, providing purpose and direction in all that they accomplish.

Achieve goals.

Top performers, meet and exceed expectations and projections, doing the work they love.

Backed by decades of research, we reveal the hidden driving forces that uniquely define what sparks motivation and ambition in each of us. What are your driving forces, are they being satisfied?

Team Engagement

Sample Report: 12 Driving Forces for Teams

Download a sample team engagement report.  Help your workforce increase engagement and reduce conflict. PRO TIP: Combine with DISC for deeper insights.

Employee Engagement eBook

Download our motivating drivers eBook and learn more about what drives your employees into action.

The cost of disengaged employees is massive⁠—and growing.

Are you employees “renting” and not “owning” their roles? What is the productivity and cultural drain from people who are passively looking elsewhere? Below, we lament the massive financial burden of disengaged employees on US companies.

$605,000,000,000

In 2018, Gallup estimated that actively disengaged U.S. employees cost $483 billion to $605 billion each year in lost productivity. Even worse, this number doesn’t include the additional cost of “checked out” employees.

%

66% of U.S. employees are disengaged.

%

34% of disengaged employee salary is wasted.

The solution isn’t salary, it’s revealing and engaging employees’ motivating drivers.

  • ⬆ 10% Higher customer satisfaction 10% 10%
  • ⬆ 17% Higher productivity 17% 17%
  • ⬆ 21% Higher profitability 21% 21%
  • ⬇ 24% Less turnover in high turnover orgs 24% 24%
  • ⬇ 40% Fewer defects and quality issues 40% 40%
  • ⬇ 41% Lower absenteeism 41% 41%
  • ⬇ 59% Less turnover in low turnover orgs 59% 59%
  • ⬇ 70% Fewer safety incidents 70% 70%

Source: Gallup 2018 State of the Global Workplace.

Do you know your employees’ motivating drivers? Discover what they need to engage and thrive.

History matters: The impact of personality psychology on modern workforce engagement.

Before rigorous data analysis into motivating drivers began in the early 1990s, pioneers of personality psychology laid the foundation.

Eduard Spranger was a German psychologist, teacher, and philosopher. In 1928, Spranger’s “Types of Men” focused on underlying personal drives: “Why does a person do what they do?”

Underlying driving motivations are not directly observable, only the resulting behaviors can be seen.

Employee Engagement

Eduard Spranger (1882-1963)
Pioneer of Personality Psychology

Spranger’s research led to the identification of six motivation categories: Theoretical, Utilitarian, Aesthetic, Social, Individualistic, and Traditional.

Although he didn’t create an assessment, Dr. Spranger’s work paved the way for future leaders to assess and reveal motivating drivers. In this way, Eduard Spranger posthumously achieved his ultimate goal of revealing and releasing the hidden potential of millions of employees worldwide.

Employee Engagement

Stay compliant: Use only research-backed assessments.

Employee Engagement

We only use research-backed assessments that are HR compliant. Our assessments are used in over 90 countries to help improve individual and team performance.

In 2019, TTI SI conducted an Adverse Impact Study to ensure that its assessments are Safe Harbor-approved, non-discriminatory, and fully EEOC compliant.

Stay compliant: Only use assessments that are scientifically-proven to not cause disparate impact on protected groups.

Let’s work together.

Please use our email form to let us know how we can help you improve individual and team communication, collaboration, and employee engagement.

Ask us anything. We are here to help you.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

TeamTalent Consulting serves business leaders across the nation. We look forward to hearing from you!

Employee Engagement

Let's work together.

Please use our email form to let us know how we can help you. Ask us anything. We are here to help you.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

TeamTalent Consulting serves business leaders across the nation. We look forward to hearing from you!

We help leaders across the USA increase team performance, communication, and engagement.

SERVICES

DISC Profile Assessments

DISC Certification

Emotional Intelligence (EQ)

Employee Engagement

RESOURCES

Free DISC Assessment

Employee Engagement
Employee Engagement
Employee Engagement

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