As a leader, you need to conduct many Motivational Conversations and need a standardized approach - that's what our guides are for. Optimize your preparation and conduct structured, goal-oriented conversations.
Duration: 5-10 minutes
Duration: 15-20 minutes
Duration: 10-15 minutes
Duration: 20-25 minutes
Duration: 5-10 minutes
With this guide, you are optimally prepared to successfully conduct Motivational Conversations. Use the practical tips and example formulations for your specific situation.
Total duration approx. 55-70 Minuten
Ask open
Use techniques such as brainstorming to explore different...
Formulate clear, measurable goals together with your conv...
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
You assume you know what motivates your employee without asking. "I thought a raise would motivate you again" or "You probably need more responsibility." The employee feels misunderstood because their true needs are not being addressed. Assumptions about motivation often miss the mark. Our AI suggests: "What would help you find more joy in your work again?" Ask directly about individual motivators, and then you can provide targeted support instead of guessing in the dark.
You are attempting to build motivation through threats or pressure. "If your performance does not improve, we need to discuss your future here." The employee works out of fear rather than inner conviction, and the performance remains superficial. Fear-based motivation does not last long and undermines trust. Our AI suggests: "I see your potential and want to understand what is currently holding you back." True motivation arises from trust and support, not from intimidation.
You act as if the motivation issues aren’t that serious. "It’s normal for motivation to fluctuate; it will get better." The employee feels dismissed, and their concerns are trivialized. Minimizing problems doesn’t solve them and demonstrates a lack of interest. Our AI suggests: "I notice that you're not as satisfied as you used to be; tell me about it." Take motivation issues seriously and listen actively, so the employee feels understood and is open to solutions.
You offer the same motivational measures to every employee. "How about a training session or a new project?" Without understanding the individual causes, standard solutions often miss the mark. Each person has different motivation inhibitors and drivers. Our AI suggests: "What has particularly excited you about your work in the past?" First, understand the personal motivation patterns, and then you can develop tailored solutions that truly fit.
You want to solve the problem immediately without understanding the deeper causes. "Let's see how we can make your tasks more interesting right away." Superficial measures only address symptoms, not the actual motivation killers. Without root cause analysis, the problems quickly return. Our AI suggests: "Since when have you noticed a decline in motivation, and what is different from before?" Invest time in understanding the root causes to find sustainable solutions rather than just quick fixes.
You've read the guide - now it's time to apply what you've learned in practice. Train with our AI and become a conversation pro.
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Discover more conversation guides for different conversation types and expand your leadership skills.
Guide for Development Conversations
Guide for Annual Performance Reviews
Guide for Employee Conversations
Guide for Feedback Conversations
Guide for Feedback Conversations
Guide for Conflict Conversations
