Using ChatGPT to create a Team Motivation Framework

As soon as we heard about ChatGPT, we knew this was a big opportunity. If it can simplify, compare and find information as fast as people say then it could do lots of analysis; saving us time on research.

We decided to try it with the goal to create a new Team Motivation Framework. We had a number of ideas before, but, due to other commitments, were never able to finish it, until now. This article will outline the steps we took to set the framework up:

Starting the framework

Since my arrival to the company in 2016, one thing we have always believed in was that nurturing one’s humanity leads to a more fulfilled and motivated individual. By feeling more human people become more authentic, they feel complete and in balance which prepares them to be ready for any challenge ahead. Our goal was then to find ways to feel more human and by doing that, opening the doors for the motivation to emerge.

To gain some insights, we asked a diverse group of people to answer the following question: “What makes you feel more human?”. The responses were consistent: connecting with others, practicing empathy, finding meaning and purpose, engaging in self-reflection and even laughing.

We decided then to use the power of ChatGPT to see if the answers would be any different. To our surprise, the results were virtually the same:

1. Connecting with other people
2. Being mindful of your emotions
3. Engaging in activities that bring you joy
4. Helping others
5. Reflecting on your experiences and thoughts
6. Engaging in physical activities
7. Expressing yourself creatively
8. Learning about the human experience
9. Reflecting on your values and beliefs
10. Cultivating gratitude

This was a fantastic start, our next step was then to research into existing team motivation theories and see how we could build upon them.

Researching Team Motivation Theories

Before we started our goal, we had already studied some theories about motivation. We learned about Pink’s motivation theory, Maslow’s Hierarchy of Needs and Amy C. Edmondson’s Psychological Safety. We also read books from motivational speakers such as Simon Sinek, Tony Robbins and Patrick Lencioni. We learned a lot, but there was still more to learn.

We decided then to start using ChatGPT to help us in our research. The first thing we asked was to give us a list of team motivation theories.

We got a detailed list back:

• Motivation Theory of Daniel Pink (Daniel Pink, 2009),
• Psychological Capital Theory (Fred Luthans, Youssef, and Avolio, 2007),
• Growth Mindset Theory (Carol S. Dweck, 2006),
• Positive Psychology Approach (Martin Seligman and Mihaly Csikszentmihalyi, 2000),
• Self-Determination Theory (Deci and Ryan, 2000),
• Self-Concordance Theory (Sheldon and Kasser, 1995),
• Cognitive Evaluation Theory (Deci and Ryan, 1976),
• Self-Perception Theory (Daryl Bem, 1972),
• Adam’s Equity Theory (John Stacey Adams, 1963),
• Job Demands-Resources Model (Paul E. Spector, 2007),
• Flow Theory (Mihaly Csikszentmihalyi, 1990),
• Psychological Safety Theory (Amy Edmonson, 1999),
• Job Characteristics Model (J. Richard Hackman and Greg R. Oldham, 1975),
• Attribution Theory (Bernard Weiner, 1974),
• Self-Efficacy Theory (Albert Bandura, 1977),
• Expectancy Theory (Victor Vroom, 1964),
• Goal-Setting Theory (Edwin A. Locke and Gary P. Latham, 2002),
• Self-Determination Theory (Edward L. Deci and Richard M. Ryan, 1985),
• McClelland’s Theory of Needs (David McClelland, 1961),
• Herzberg’s Two-Factor Theory (Frederick Herzberg, 1959),
• Alderfer’s ERG Theory (Clayton Alderfer, 1972),
• Maslow’s Hierarchy of Needs (Abraham Maslow, 1943)

We were surprised and excited to find out there were so many team motivation theories. It seemed like it could take a long time to read about all of them, but thanks to our little chat we were able to get an overview of each theory and in some cases some extra information. After looking at each theory, we moved to the next step, which was comparing our list of things that make people feel more human against our list of team motivation theories.

Comparing Results

We now had a list of things that make people feel more human, and a list of team motivation theories. Our goal was to compare them and see if we could make something even better.

In order to compare them we decided first to transform our list of things that make people feel more human into a framework that can be used in business. We asked ChatGPT to help us with it. The result looked something like this:

1. Connect and build relationships: Encourage team members to build and maintain social connections with one another, and to practice empathy and active listening.
2. Encourage expression and creativity: Provide opportunities for team members to express themselves, share their ideas, and engage in creative problem-solving.
3. Promote self-care: Encourage team members to take care of themselves by providing resources, such as healthy food options, and promoting healthy habits like exercise and sleep.
4. Emphasize meaning and purpose: Help team members find meaning and purpose in their work by connecting it to a larger mission or goal.

In a second step we asked ChatGPT to compare this framework against the the motivation theories from the previous steps. We wanted to find what was missing in our framework. We got some suggestions from ChatGPT, for example:

• The emphasis on the importance of setting specific, measurable, and challenging goals for team members, as outlined in Goal Setting theory (Locke and Latham, 2002) and Self-Determination Theory (Deci and Ryan, 1985)
• The importance of providing challenging and meaningful work, as outlined in Job Characteristics Model (Hackman and Oldham, 1975) and Self-Concordance Theory (Sheldon and Kasser, 1995)
• Incorporating the importance of understanding and addressing individual needs, as outlined in Maslow’s Hierarchy of Needs (Abraham Maslow, 1943) and McClelland’s Theory of Needs (David McClelland, 1961).
• The importance of providing opportunities for personal and professional development, as outlined in Self-Efficacy Theory (Bandura, 1977) and Expectancy Theory (Vroom, 1964)
• The importance of recognition and rewards, as outlined in Expectancy Theory (Vroom, 1964) and Equity Theory (Adams, 1963).
• Et cetera…

Once more we were impressed with the results. We only had one more thing to do: apply the suggestions to our new framework.

Integrating results

ChatGPT already gave us some good ideas, so the last step was to add them to our plan. We ended up with a list of 23 factors that help teams feel motivated.

We tried to make the list smaller or group the factors together, but when we did that, the information became too general and hard to use. We wanted the list to be clear and easy to follow, but still flexible enough to be used in different ways. In the end, 23 factors isn’t too many when you think about how complex a team can be.

Our Framework

Here is the final result of our framework:

1. Connect and build relationships: Encourage team members to build and maintain social connections with one another, and to practice empathy and active listening.
2. Encourage expression and creativity: Provide opportunities for team members to express themselves, share their ideas, and engage in creative problem-solving.
3. Protect and nurture Identity and sense of belonging: Promote a positive and inclusive work culture, and encourage team members to feel a sense of belonging in the team and the organization.
4. Promote self-care: Encourage team members to take care of themselves by providing resources such as healthy food options, and promoting healthy habits like exercise and sleep.
5. Understand and address individual needs: Regularly ask team members about their needs, both personal and professional, and address them as much as possible.
6. Emphasize meaning and purpose: Help team members find meaning and purpose in their work by connecting it to a larger mission or goal.
7. Encourage self-reflection: Facilitate team members to reflect on their thoughts, feelings, and actions in order to better understand themselves and the team’s dynamic.
8. Bring nature in: Encourage team members to spend time in nature, and to appreciate the natural world, and find ways to incorporate nature in the working environment.
9. Practice gratitude and acts to give back: Encourage team members to practice gratitude and acknowledge each other’s contributions and accomplishments. Encourage team members to engage in acts of kindness and volunteer to help others, both inside and outside the organization.
10. Mindfulness / Awareness: Encourage team members to practice mindfulness and to be present in the moment, paying attention to their thoughts, feelings, and surroundings.
11. Learn and grow, encourage growth mindset: Encourage team members to continuously learn new things, whether it is a new skill, new language, new culture, or new subject. Encourage team members to develop a mindset that is focused on growth and learning, rather than fixed traits, as outlined in the Growth Mindset Theory (Dweck, 2006)
12. Humor: Encourage team members to find humor in the work and to laugh at themselves and the world.
13. Create a peaceful and safe environment: Encourage team members to create a peaceful and safe environment by promoting mutual respect, open communication, and active listening. Encourage team members to speak up if they feel uncomfortable or unsafe, and to address any conflicts or issues that arise in a constructive and respectful manner.
14. Provide opportunities for personal and professional development: Offer training and development opportunities, mentoring, and coaching programs to help team members improve their skills and advance in their careers.
15. Recognition and rewards: Provide regular and meaningful recognition for good work and achievements, as well as offering rewards that are meaningful to the team members.
16. Provide challenging and meaningful work with specific and measurable goals: Provide opportunities for team members to take on new challenges and responsibilities, and connect their work to a larger purpose or mission. Provide clear and measurable objectives for the team and individuals, and provide regular feedback on progress.
17. Clear communication and transparency: Establish clear communication channels, keep team members informed about important decisions, and be transparent about the progress and the status of the projects.
18. Encourage autonomy: Give team members the freedom to make decisions and take ownership of their work.
19. Develop psychological capital: Encourage team members to develop positive psychological resources such as optimism, self-efficacy, hope, and resilience.
20. Foster positive emotions: Encourage team members to use positive emotions, thoughts, and behaviors to increase their well-being and motivation.
21. Promote self-concordance: Encourage team members to work towards goals that are in line with their own personal values and that they find meaningful.
22. Foster Fairness. Make sure the distribution of resources and opportunities is fair and equitable
23. Mastery. Improving what you do: efficiency, processes, flow, structures.

How to use this framework?

The framework, which can also be referred to as principles or guidelines, can be easily applied by simply printing it out and ensuring that all or most of the points are covered within your team. This framework can provide a roadmap for teams to follow in order to foster a motivated and positive work environment. Every team is different, and you might need to focus on different things from the list — but it will be worth it. Having a motivated team can make your company better and make your work environment happier.

Final comments

For the purpose of clarity, we omitted some modifications that were necessary. We explored various approaches to find a solution, and it wasn’t until we were clear about our desired outcome that we could effectively use ChatGPT. In my opinion, it is a valuable resource that has the potential to significantly reduce the time required for research, but it still requires considerable input and direction. Only time will tell how this tool will evolve.

Thanks for reading and remember Just Eat Takeaway.com is hiring! Want to come work with us? Apply today.