The MAGpie is a motivational framework for people managers.
M
is for Mastery, or the degree to which we develop and share expertise.
Together, these three pieces work together to shape an individual’s work experience.
A
is for Acceptance, or the feeling of belonging we have without having to change who we are.
G
is for Gratification, or how we would like to use our energy.
Together, these three pieces work together to shape an individual’s work experience.
As managers, understanding team members’ priorities in terms of Mastery, Acceptance and Gratification will help you help them achieve your collective goals.
Mastery
Mastery is our ability to do what is asked of us. Every role has a set of expectations associated with it. As people grow from understanding the ask, to feeling safe and comfortable, to becoming subject matter experts, their level of mastery increases.
What does that mean for managers?
Individuals who are struggling with a task may be struggling with the ask. Perhaps they need a coach more than a manager. Being patient and providing direction, instruction and support, as requested, can go a long way in helping employees climb the ladder of mastery. You may even boost their dopamine and endorphin levels, giving them both a natural reward and the stamina to keep trying!
Acceptance
Acceptance is the ability to be your authentic self at work without fear of judgment. It’s feeling that you belong there without having to compromise who you are, including your thoughts or opinions. It incorporates all of the external and social influences on an individual’s behavior.
What does that mean for managers?
Is your team your team’s team? What other roles do team members want to be in? Are there other people that they connect with? Are there teams they aspire to be part of that can influence how they spend their time? Understanding what group (functional, geographic, or other) has the greatest influence over what employees do can help you understand what helps their productivity. Making individuals earn a place on your team will help use social pressures (and our natural production of oxytocin) in ways that benefit everyone.
What does that mean for managers?
Is your team your team’s team? What other roles do team members want to be in? Are there other people that they connect with? Are there teams they aspire to be part of that can influence how they spend their time? Understanding what group (functional, geographic, or other) has the greatest influence over what employees do can help you understand what helps their productivity. Making individuals earn a place on your team will help use social pressures (and our natural production of oxytocin) in ways that benefit everyone.
Gratification
Gratification is how we would like to spend our time. It’s a combination of our intrinsic desires and our related responsibilities, like having a home or spending time with family and friends. Understanding how much gratification your team members get from work versus life outside work can help change how and what team members work on — and how much energy they will bring to that ask.
What does that mean for managers?
In many ways, gratification is about purpose — what drives individuals. Are they excited by the work or the paycheck? If it’s the work, are they driven by the meaning of it or by a sense of achievement in getting it done? If it’s the paycheck, is it really the family that they take care of? Understanding why they chose that employer, that team, that job and how they would spend their time if they could choose anything to do can help managers allocate the right work to the right individual and empower employees in the process.
What does that mean for managers?
In many ways, gratification is about purpose — what drives individuals. Are they excited by the work or the paycheck? If it’s the work, are they driven by the meaning of it or by a sense of achievement in getting it done? If it’s the paycheck, is it really the family that they take care of? Understanding why they chose that employer, that team, that job and how they would spend their time if they could choose anything to do can help managers allocate the right work to the right individual and empower employees in the process.