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What Motivates Your Team?


What motivates your valuable team members? It is important to find out what drives them to be the best they can be and work to their fullest potential. Different things motivate different people. If you find that your team is stuck in a plateau of motivation and productivity, it is important to inspire them so that you on the same page as to what your organization needs to become bigger and better.

The only way to be able to decipher what motivates who is to ask your team members what you can do in order to stimulate them and move your company into the future. It is the first proper step to take instead of investing time and capital into a potential solution that may or may not work.

You decided that you are going to physically ask your employees what motivates them, but there are countless ways you can do so. It is imperative to ask this crucial question of them in a way that will get the message of needed motivation across in an accurate way. It must also be executed without possibly offending the employee or making him/her feel uncomfortable.




1. Send a Survey– Google Forms and other similar survey applications are extremely efficient and user-friendly ways to have team participation. Employees can simply choose from options or suggest their own in regards to voting on what can motivate them and/or the whole team. It is essential to be specific in asking what exactly animates them to move towards a goal in your company. The only downside there can be is that this method can be less personal than any other face to face method.

2. Schedule a Group Meeting– This way, a team can meet in an official work setting and are aware that productivity will be the goal of the meeting. Brainstorming and ideas can be discussed and a potential motivator can be determined. The subject of motivation can even be proposed during a routine work meeting. Team members are also more likely to feel more comfortable speaking about this subject when collaborating with fellow employees.

3. Schedule 1 to 1 Meetings– Having a casual meeting in which you completely describe the feedback you are trying to receive from the team can be extremely effective. You can establish an open line of connection by doing this that will strengthen relationships with your employees in the future. The only downside to this method may be that the employee met feel intimidated and as if you are expecting a certain answer from them.

What Is the Relationship Between Employee Assessments, Productivity and Profit?


Employee Talent Assessments Guarantee Higher Productivity Within Your Organization.

One of the main reasons your top people work out so well is because of their personality, character/talent traits, vision, and ability to mesh well with the company’s culture. These employees understand what is required to do the job and are able to work well with management. Departmental success demonstrates these traits, which are evident in their employees. As you understand and recognize the traits of your best employees, you can select future qualified candidates that fit the mold for the position you are trying to fill. Hiring the wrong candidate is not only costly but also decreases employee morale, reduces productivity, and sways the organization from its objectives.

Departmental Studies detect flawed personality traits in employees with low levels of productivity in comparison to those with high levels of productivity.

Equipped with this information before hand, a poor hire may have been disqualified early on. This saves the organization time, money and a multitude of headaches. Benchmarked and proven candidate profiles evaluate the primary and secondary personality types of individuals to indicate what percentage of each personality type is displayed within day‐to‐day activities.


The standard profiles are based on industry generalization and can be benchmarked against the high performing employees in a particular department or the entire organization. The benchmarked assessment is compared to the results of your “A talent.” Detailed written and visual results are delivered with full explanations of each of the characteristics of the employee or candidate. You basically know as much about the individual as his family and friends do.

This is a great tool to use when interviewing new candidates as it provides interview questions to address the candidate’s extreme traits, and is also beneficial during semi/annual performance reviews.

The conjecture by some is that the standard assessments are not accurate and can be driven toward results that are not in line with the candidate’s employment objectives. It is true that some assessments lean toward the goals of the organization, but our assessments will address both of these concerns!

It will signal out the candidate as deficient with the traits of the department within the organization but also allow that candidate to understand that the company may not be suited for them either. Each department will utilize their own focused assessment (as an example) the sales department will use the sales aptitude assessment, management will use the management aptitude assessment, but an employee engagement assessment might be globalized throughout the entire organization. An individual who did not mesh well in one department might display excellent traits to excel within another department.

Contact: Triton Theroy, Inc. TODAY for your FREE Profile, Survey or Assessment PH#: (954) 376-3767 Visit