Identify Motivators, Increase Your Return On Investment (ROI)
A CEO was asked how many people work in his organization. He responded, “Oh, about half of them.” As comical as that response is, it is the truth in many organizations today. In fact, the latest Gallup study showed that nearly 70% of employees have some level of disengagement.
Gallup has studied employee engagement for decades, interviewing millions of people in various jobs and companies around the world and their findings have consistently shown the same thing: the more engaged the employee, the better their work performance.
Krista Sheets and Judy Suiter have worked with hundreds of companies increasing engagement by helping management teams understanding what motivates and drives employees so that they don’t just come to work physically, but they actually show up engaged and productive.
What Are Motivators and Why Do They Matter?
While behavioral assessments show how people act, motivator assessments examine their drivers of engagement. These internal drivers are divided into six categories: Utilitarian (Economic), Theoretical (Conceptual), Individualistic (Power), Aesthetic, Traditional (Regulatory), and Social (Humanitarian). Understanding how an individual rates each of these categories provides insights into the level of engagement with which someone will approaches their roles and tasks. When activities are aligned with motivators the individual will be enthused and energized, however, tasks that run counter to an individual’s motivators can be draining and lead to disengagement.
When leaders understand what drives their people, they can assign projects, tailor rewards, and shape cultures that spark discretionary effort. That’s the kind of effort that turns a disengaged employee into a top performer—and it’s where measurable return on investment begins.
[Read more about Understanding Motivators]
The ROI of Motivation Awareness
Disengagement is expensive. From lost productivity to higher turnover and missed innovation, the costs add up quickly. But when employees feel seen, valued, and matched with work that aligns to their internal motivators, the impact is tangible:
Productivity increases
Collaboration improves
Absenteeism decreases
Retention stabilizes
Organizations that prioritize motivational alignment see not just happier employees—but healthier bottom lines.
How We Help
At Competitive Edge, we’ve been equipping leaders with scientifically validated assessments and real-world application strategies since 1981. We don’t just drop data into your inbox—we teach you how to understand and use it to create teams that work better together and individuals who are deeply connected to their purpose.
When you know what motivates your people, you stop guessing—and start leading with intention.