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Motivation System Analysis for Management Consultants

Name: Motivation System Analysis for Management Consultants
Rating: 4.7 (68 reviews)

A practical guide on how to do analyses during mergers & acquisition projects

Created byAsen Gyczew

Last updated 6/2026

English

What you'll learn

Analyze motivation systems in Excel
Understand the components of salaries
Learn different mechanisms that can be used in motivation systems
Define good KPIs for the motivation systems
Avoid putting the wrong KPIs into the system
Rank in Excel employees
Assign employees to a specific group

Course content

6 sections • 55 lectures • 2h 13m total length

Introduction2:05
Let's start with a short introduction
A little bit about me1:47
A little bit about me and my experience
How the course is organized1:33
Let's see how the course is organized
How to deal with Blurry image2:04
Here I will show you what to do if a blurry image appears.
How to reach additional resources1:06
Here I will show you how to find additional resources attached to the course like Excel files, presentations, links, etc.

Essential Concepts – Introduction1:10
We will start by discussing some essential concepts used in the analyses of motivation, and bonus systems. You will learn what is a motivation/bonus system, pay scale, pay matrix, and many more.
Salary elements1:10
Salary consists of 3 main elements: Fixed, Variable Parts & Benefits as well as perks.
Let's discuss them briefly.
Pay Scale2:14
It’s difficult to manage salaries for all people. Therefore, firms create pay scales. You can impact the salaries of almost everybody with a few simple parameters.
Pay Matrix1:42
In more complicated firms that operate many business units or in many countries, the pay scale is not enough. You need a pay matrix.
Pay Scale in Consumer Goods – Case Introduction1:17
Imagine that you were hired by a cosmetics producer to check what will be the impact of a new pay scale on how much, specific employees, will earn.
Pay Scale in Consumer Goods – Data Available2:50
In this lecture, I will show you the solution to the previously introduced case study.
Pay Scale in Consumer Goods – Solution4:34
In this lecture, I will show you the solution to the previously introduced case study.
Fixed Part vs Variable Part2:25
Let’s see what the relation between fixed and variable parts depends on
What the Motivation System can be based on?1:38
Let’s check what basis of motivation system is usually used
Mechanism used in Motivation System3:22
Bonus systems can be defined in many ways. Let’s check the usual suspects
Salaries vs Performance – Case Introduction0:58
Let’s imagine that you have to carry out a project for a juice producer. Analyze the relationship between salaries and employees’ performance.
Salaries vs Performance – Data Available3:43
In this lecture, I will show you the solution to the previously introduced case study.
Salaries vs Performance – Solution3:52
In this lecture, I will show you the solution to the previously introduced case study.

What is a good KPI – Introduction1:23
A good motivation system should be based on properly defined KPIs. Let’s see what a good KPI is and how you can construct them in practice.
The definition of a good KPI2:41
A good KPI has certain characteristics. We will discuss them in this section
Vanity metrics3:27
Vanity metrics are extremely dangerous for your business. I will define them in this lecture and I will give you some examples
SMART KPIs – Introduction0:34
As we said the KPIs have to be S.M.A.R.T. We will explain what it means in practice in the next lectures
SMART rule for goals5:24
The SMART formula translates to 5 rules you should use when defining the goals. We will discuss it in this lecture
SMART KPIs – General rules1:34
As we previously said the SMART rule is not only great for goals setting but also for defining KPIs
SMART KPIs – Example1:57
Here we will go through an example of defining KPI using the SMART framework
Alignment of KPIs – Introduction2:29
Alignment is extremely important. Here we will discuss what it is. We will also introduce a short case study
Alignment of KPIs – Solution5:16
In this lecture, I will show you the solution to the previously introduced case study.
Cascading KPIs – Introduction2:27
When you look at the structure you have a delegation of work and cascading of responsibility. In the same way, you have to define KPIs. We will discuss it in this lecture and we will introduce a short case study.
Cascading KPIs – Solution2:51
In this lecture, I will show you the solution to the previously introduced case study.
Leading vs Lagging KPIs3:24
When it comes to the ability to act upon KPIs we can divide them into 2 groups: leading and lagging. We will discuss in this lecture the difference between them
Input KPIs vs Output KPIs3:53
You can divide KPIs also into 2 other groups: Output KPIs and Input KPIs. We will discuss in this lecture the difference between them
Proxy KPIs2:24
Quite often you cannot measure something important. In such cases, you have to look for Proxy KPI
How to set the value for KPIs3:34
There are 4 ways in which you can set the value for KPIs. We will discuss them in this lecture

How to use KPIs to motivate – Introduction2:09
Managing people is much easier if you set targets. The easiest way to do that is via well-defined KPIs that are part of the bonus/motivation system
Where you should put KPIs to motivate people2:32
Managing people is much easier if you set targets. The easiest way to do that is via well-defined KPIs that are part of the bonus/motivation system. There are plenty of places in which you should put KPIs to motivate people. In this lecture, I will discuss some of them
Overview of cases that we will discuss in this section1:03
In this lecture, I will briefly go through the case studies that we will use in this section
How to analyze the motivation system of sales force – Introduction3:42
Motivation plans for salespeople can be pretty complicated. I will show you some examples that we will analyze in the next lecture.
How to analyze the motivation system of sales force – Solution3:39
In this lecture, we will solve the previously introduced case study
Juice producer – motivation system of sales force – Introduction2:32
We will now have a look at a company selling branded juice in Romania that has 2 types of the sales force. I will show you how to analyze and calculate their motivation systems.
Juice producer – motivation system of sales force – Solution – Area Manager4:30
In this lecture, we will solve the previously introduced case study.
Juice producer – motivation system of sales force – Solution – Sales Rep2:11
In this lecture, we will solve the previously introduced case study.
How bad KPIs in production can cause troubles – Problem0:57
Imagine that you are working for a ceramic tiles producer that wants you to tell them whether a new motivation system for production is a good idea.
How bad KPIs in production can cause troubles – Solution3:27
In this lecture, we will solve the previously introduced case study.
In this lecture, we will solve the previously introduced case study.1:27
Let’s imagine that you were asked to judge the motivation system created for Board Members of a cosmetics producer.
Board of directors motivation system – General Solution2:25
In this lecture, we will solve the previously introduced case study.
Board of directors motivation system – Detailed Solution3:31
In this lecture, we will solve the previously introduced case study.

Employee assessment – Introduction0:53
Quite often before you build a motivation system, you have to do a fast employee performance assessment. Let’s see how you can do that in practice
Definition of employee assessment2:49
Let’s have a look at the short definition of employee assessment
Employee assessment is the process of evaluating the employee’s performance and productivity
This is usually done by the superior supported by HR and in some cases consulting firms
It also helps the superior to create a development strategy for the employee
Assigning employees to a category – Case Introduction1:30
Let’s imagine you were hired to analyze the performance and potential of the employees of the Purchasing Department in the supermarket chain.
Assigning employees to a category – Data Available1:42
In this lecture, we will solve the previously introduced case study.
Assigning employees to a category – Solution3:35
In this lecture, we will solve the previously introduced case study.
Ranking of employees – Case Introduction0:52
Imagine that you were hired to create a ranking of data scientists who work in a consulting firm. Let’s see how to do that in practice.
Ranking of employees – Data Available1:55
In this lecture, we will solve the previously introduced case study.
Ranking of employees – Solution2:19
In this lecture, we will solve the previously introduced case study.

Requirements

Basic or intermediate Excel
Basic knowledge of economics
Basic or intermediate knowledge of finance & accounting

Description

What is the aim of this course?

If you want to change people’s behavior, you must understand and adjust their motivation systems. A lot of firms create motivation systems without analyzing how they will impact employees’ behavior and the performance of the firm. During consulting projects, this is one of the things you will have to analyze and change in order to help the firm improve its performance. That’s why in this course, I will teach how to perform fast and efficiently different types of analyses of motivation systems.

In the course you will learn the following things:

What are the components of salaries (variable and fixed ones)
What is Pay Scale & Pay Matrix?
The mechanisms used in the motivation systems
How to define good KPIs that can be used in motivation systems
How to rank employees using simple rankings in Excel.

This course is based on my 15 years of experience as a consultant in top consulting firms and as a Board Member responsible for strategy, performance improvement, and turn-arounds in the biggest firms in Retail, FMCG, SMG, and B2B, and services sectors that I worked for. I have carried out or supervised over 90 different performance improvement projects in different industries that generated a total of 2 billion of additional EBITDA. On the basis of what you will find in this course, I have trained in person over 100 consultants, business analysts, and managers who now are Partners in PE and VC funds, Investment Directors and Business Analysts in PE and VC, Operational Directors, COO, CRO, CEO, Directors in Consulting Companies, Board Members, etc. On top of that my courses on Udemy were already taken by more than 224 000 students including people working in EY, McKinsey, Walmart, Booz Allen Hamilton, Adidas, Naspers, Alvarez & Marsal, PwC, Dell, Walgreens, Orange, and many others.

I teach through case studies, so you will have a lot of lectures showing examples of analyses, and tools that we use. To every lecture, you will find attached (in additional resources) the Excels as well as additional presentations, and materials shown in the lectures so as a part of this course you will also get a library of ready-made analyses that can, with certain modifications, be applied by you or your team in your work.

Why have I decided to create this course?

The performance of almost all companies is driven by the behavior of people. Therefore, to change the firm's results, you have to influence the people through a motivation system. Most firms don’t give you the full toolbox that you need to analyze motivation systems during consulting projects. This may lead to huge frustration during projects and a lot of inefficiencies.

Therefore, I have decided to create this course that will help students understand and analyze motivation systems during consulting projects. The course will give you the knowledge and insight into real-life case studies that will make your life during a consulting project much easier. Thanks to this course, you will know what and how to do during consulting projects. You will master how to analyze data and draw conclusions from the analyses. On top of that, you will also master the essential information related to KPIs.

To sum it up, I believe that if you want to become a world-class Management Consultant or Business Analyst you have to have a decent understanding of motivation systems. That is why, I highly recommend this course to Management Consultants or Business Analysts, especially those who want to become managers. The course will help you become an expert in analyses of motivation systems on the level of McKinsey, BCG, Bain, and other top consulting firms.

In what way will you benefit from this course?

The course is a practical, step-by-step guide loaded with tons of analyses, tricks, and hints that will significantly improve the speed with which you understand, and analyze businesses. There is little theory – mainly examples, a lot of tips from my own experience as well as other notable examples worth mentioning. Our intention is that thanks to the course you will learn:

What are the components of salaries (variable and fixed ones)
What is Pay Scale & Pay Matrix?
The mechanisms used in the motivation systems
How to define good KPIs that can be used in motivation systems
How to rank employees using simple rankings in Excel.

You can also ask me any question either through the discussion field or by messaging me directly.

How is the course organized?

The course is divided currently into the following sections:

Introduction. We begin with a little introduction to the course as well as some general info on how the course is organized
Essentials Concepts. We will start by discussing some essential concepts used in the analyses of motivation systems. You will learn what is a motivation system, pay scale, pay matrix, and many more.
What is a good KPI? A good motivation system should be based on properly defined KPIs. Let’s see what a good KPI is and how you can construct them in practice.
Motivation System using KPIs. Managing people is much easier if you set targets. The easiest way to do that is via well-defined KPIs that are part of the motivation system.
Employee assessment. Quite often before you build a motivation system, you have to do a fast employee performance assessment. Let’s see how you can do that in practice.

You will be able also to download many additional resources

1. Useful frameworks and techniques

2. Analyses presented in the course

3. Additional resources

4. Links to additional presentations, articles, and movies

5. Links to books worth reading

At the end of my course, students will be able to…

Analyze motivation systems in Excel
Understand the components of salaries
Learn different mechanisms that can be used in motivation systems
Define good KPIs for the motivation systems
Avoid putting the wrong KPIs into the system
Rank in Excel employees
Assign employees to a specific group

Who should take this course? Who should not?

Management Consultants
Business Analysts
Managers
Financial Controllers
HR Analysts

What will students need to know or do before starting this course?

Basic or intermediate Excel
Basic knowledge of economics
Basic or intermediate knowledge of finance & accounting

Who this course is for:

Management Consultants
Business Analysts
Managers
Financial Controllers
HR Analysts
HR Managers

Motivation System Analysis for Management Consultants

What you'll learn

Explore related topics

Course content

Introduction5 lectures • 9min

Essentials Concepts13 lectures • 31min

What is a good KPI15 lectures • 43min

Motivation System using KPIs13 lectures • 34min

Employee assessment8 lectures • 16min

Conclusions1 lecture • 1min

Requirements

Description

Who this course is for: