Most leaders understand intuitively that culture matters. But why, exactly? And how? It turns out that why you work determines how well you work, and culture determines that "how". Company culture significantly influences employee motivation and performance, as demonstrated by research involving over 20,000 workers and 50 major companies. The study identifies six primary motives for work: play, purpose, potential (which enhance performance), and emotional pressure, economic pressure, and inertia (which diminish it). High-performing cultures, like those at Southwest Airlines and Trader Joe’s, maximize positive motives and minimize negative ones, creating what is known as total motivation (ToMo). Processes such as job design, organizational identity, and career ladders are crucial in shaping culture. For instance, well-designed roles and a clear sense of purpose can significantly boost ToMo. Leaders can foster a high-performing culture by teaching managers to lead in motivating ways, explaining the purpose behind tasks, and allowing employees to experiment and witness the impact of their work. Ultimately, building a great culture requires deliberate effort and strategic planning, offering a competitive advantage in today’s fast-paced business environment.

Many leaders have overcome the first hurdles of moving their teams remotely. The next critical question is: How do you motivate people who work from home? The answer lies not in perks or control mechanisms but in making the work interesting, collaborative, and inclusive. Research shows that remote work can reduce motivation, particularly when employees have no choice in their work environment. To counteract this, leaders should focus on fostering direct motives such as play, purpose, and potential, while mitigating indirect motives like emotional and economic pressure. Encouraging experimentation and problem-solving, rather than rigid adherence to processes, can enhance engagement and adaptability. Regular check-ins, discussions about motivation, and a balanced focus on both tactical and adaptive performance are crucial. A recommended weekly rhythm includes: Monday: Hold a team performance-cycle meeting to review last week's impact and learnings, set commitments for the week, identify areas for experimentation, and assign responsibilities. Tuesday–Thursday: Conduct individual meetings with team members to help them tackle slightly challenging tasks and coordinate small group meetings for collaboration on experiments and problem-solving. Friday: Focus on reflection by showcasing and gathering input on the week's experiments, checking in on motivation and progress, and discussing struggles and successes. By empowering employees to tackle meaningful challenges and maintaining a structured yet flexible weekly rhythm, leaders can sustain high motivation and productivity in remote settings.

Factor Health Checks empower teams to build high-performing cultures. Most of a person’s performance motivation is built within their teams. But not only is this challenge incredibly daunting for most leaders - it is also getting harder as a result of generational changes, more technical work, remote work, and artificial intelligence. Factor Health Checks are grounded in extensive research shared in the acclaimed bestseller, Primed to Perform. When teams use Health Checks regularly, their performance, motivation, and retention improve significantly.