Think about the superstar employees in your organization.
Are they more likely to enjoy the adrenaline rush that comes from doing new things, or would they prefer that their work remains consistent day after day?
Would your superstar employees rather be on the cutting edge or would they rather stick to the tried-and-true?
There’s no universally correct answer, but in many organizations, it’s star employees that specifically enjoy dynamic, innovative roles and eschew routine and monotony.
In other words, more than a few star performers have what’s known as an Adventure drive.
The online test What Motivates You At Work? reveals that in a typical workforce, employees are about twice as likely to have a Security drive (where stability and predictability are most desired) as they are to have an Adventure drive.
But for your highest performers, it’s often the case that Adventure is a more prevalent motivator than Security.
Which begs this problem: Managers often prefer employees with Security traits over those with Adventure traits.
In the study Managers Don’t Love Innovators, more than 1,200 leaders rated their favorite employees very high on Security traits like dependability, pursuing realistic goals, and following the rules.
And, you’ve guessed, they rated their favorite employees low on Adventure traits, such as enjoys being on the cutting edge, is a risk taker, and challenges convention.
Put simply, managers tend to prefer stable and predictable workers over employees who like doing new things and being on the cutting edge.
And if your superstar employees tend to be the ones who enjoy the adventure of doing new things, well then, you’re likely to have a problem motivating and retaining those superstars.
So how can you address the misalignment between managers’ preferences and the motivational needs of superstar employees?
Here are a few strategies that can help:
Education and awareness
Conduct training sessions for managers to help them understand the value of Adventure-driven employees. Highlight how these employees contribute to innovation and organizational growth. Use case studies and real-world examples to illustrate the positive impact of embracing diverse motivational traits.
Tailored performance evaluations
Develop performance metrics that recognize and reward Adventure-driven behaviors. Include criteria such as “ability to innovate,” “willingness to take calculated risks,” and “contribution to organizational change” in performance reviews.
Create innovation zones
Designate specific projects or departments where Adventure-driven employees can thrive. These innovation zones can serve as incubators for new ideas and cutting-edge approaches, allowing Adventure-driven employees to showcase their strengths.
Mentorship programs
Pair Adventure-driven employees with senior leaders who appreciate their traits. This can provide guidance and support while also exposing more traditional managers to the benefits of innovative thinking.
Job rotation and cross-functional projects
Implement programs that allow Adventure-driven employees to work on diverse projects across different departments. This satisfies their need for new experiences while spreading innovative thinking throughout the organization.
Recognition programs
Develop recognition initiatives that specifically celebrate innovation, risk-taking, and unconventional problem-solving. This sends a clear message that the organization values Adventure-driven traits.
Hiring and promotion practices
Take a hard look at the motivational drivers of your superstar employees. And if you discover that a majority of your stars lean more towards Adventure than Security, review your recruitment and promotion criteria to ensure they don’t inadvertently penalize adventurous traits. You should also consider training hiring managers to recognize and value diverse motivational profiles.
Of course, it’s entirely possible that every superstar employee in your company prefers stability and security.
Perhaps your best people dislike doing new things and being on the cutting edge.
But if you find, as many companies do, that your stars like a bit of an adrenaline rush, you’ll want to appreciate and leverage the strengths of those innovative team members.
