Find motivation using questions
The first step towards avoiding a reinforcement of the employee’s negative pattern of thought is that you are conscious about what you make the employee say and think during your conversation. Try to examine and understand the employee’s choice between two alternative actions, e.g. by methodically posing questions inspired by the decisional balance:
- In your opinion, what are the advantages of continuing to work the same way you do today?
- In your opinion, what are the disadvantages of continuing to work with the existing working procedures?
- In your opinion, what are the potential advantages of working in a new way?
- In your opinion, are there any disadvantages?
This way, both you and the employee will become aware of the advantages and disadvantages which the employee is trying to balance in. That in itself will also be perceived as appreciative and motivating by the employee.
Keep track of your conversations using the motivation coordinate system
After having explored the motivational balance, you can focus on what is significant to the weighting between continuing unchanged versus getting started on the new working procedures. For instance, what determines whether some advantages and disadvantages carry more weight on the decisional balance than others? The motivation coordinate system will provide you with inspiration.
The motivation coordinate system consists of two axes: The vertical axis shows the employee’s perceived importance (how important does the employee think that the change is) while the horizontal axis indicates the employee’s belief or confidence in success (how likely is it that the new behaviour is possible).
The vertical axis indicates if the perceived advantages and disadvantages of the new as well as the existing working procedures are consistent with the employee’s own experience, subject matter knowledge, values and understanding of the future of the organisation.
You can examine this further by asking questions such as: “Are there any elements in the advantages of the new working procedures you mention that are in line with your experience and what you believe is important?” It is crucial that the employee is the one who presents the arguments. That way you will be able to evoke the motivation of the employee through his own perception of the importance of the behavioural change.
The horizontal axis indicates the employee’s belief or confidence that it is possible to carry out the action in practice. Research shows that it is vital to an employee’s motivation that he has faith in his own abilities as well as confidence in the organisation’s supporting structures in connection with a change. This aspect of motivation can be examined e.g. by asking: “Is there something we can do together to increase the probability of success?”