Professional summary

Brooks Carder, PhD Consultant in employee motivation/employee engagement

Employee motivation and engagement is a function of the management system and the organizational culture. Analysis of the management system, and changing the management system if necessary, is a relatively straightforward task. Understanding the culture, how it was formed, and what maintains it, is more difficult. And if there is an issue with the culture, then new procedures, new rules, new exhortations, and even new incentives will not be effective. And there is a massive amount of evidence that employee motivation and engagement is driven principally by cultural issues. Plus, as work becomes more complex, culture becomes ever more important. Dr. Carder has over 20

Engagement overview

I begin with an assessment of the client's needs, and my capability to meet them. We proceed from there to design a program.


• Bayer
• Abbott Laboratories
• ExxonMobil
• GE
• Nestle
• Lawrence Livermore National Laboratory
• Hewlett-Packard
• Sunoco
• Monsanto


I suspect that this culture would lead to some performance problems, such as will incomplete, or substandard work on the most important projects.

I think before you bring it up you need to have a clear story about the negative consequences, if there are any. If everything is working fine, get used to it... Read more

If the recruit has high emotional intelligence, there is a great benefit to bringing him in. (If he doesn't have it, you don't want him at any age).

His EQ will enable him to integrate smoothly with the group, and he will bring new viewpoints, new knowledge, and new energy. I believe hybrid vigor works for groups just as it works for plants and animals. The fact that you are apprehensive about th... Read more

I suspect that if you questioned all your employees now, they all would say they are producing a result. Can you be sure you can define all the results you want? If the end goal is creating profitable customers, what are the intermediate steps? You should definitely have results-directed culture, but the "only" can be tricky.

If people are doing busy work, they are not being managed properly. ... Read more

Sit down with the person and explain to him that though he is otherwise an excellent employee, his use of sarcasm will limit his abilities as a leader and consequently make him less promotable. So that he will better understand the reasons that sarcasm is destructive, ask him to get on the Internet and read some material on the effects of sarcasm.

There is ample material there that is quite con... Read more

This is a hard problem and there is no simple answer. I have two suggestions:

First everybody will have a good resume and good references. But if the person is an "all in" person why are they looking for work? Evaluate the answer to that in terms of their commitment to the last few jobs. If the last company went belly up and they went down with the ship, that's good. If they are shopping for the... Read more

I do not have enough information here to have a strong opinion about your idea for two teams. In general I think it is better to get teams in the habit of building on each other's ideas rather than tearing them down.

Getting the team together is absolutely necessary. I think you need to examine the motivation. How does one get ahead in your company? Is teamwork really a company value? What is the... Read more

Ivan is on the right track. Tell your (life) story truthfully. Not the idealized one, but the real one... Read more


I have a survey that I have developed over 20 years. I have generally used it for safety culture assessment, but many of the questions are not about safety. The survey validates against overall business performance, not just safety. A modified version could be used for your purpose.
How I approach these problems.
Step 1. Understand your business and your vision.
Step 2. Clarify what is culture... Read more