The 4C model was developed by WeThrive co-founder Piers Bishop, a psychotherapist who specializes in business and human needs psychology. The 4C model is a model used by businesses to identify causes of employee underperformance in the workplace.
Understanding the 4C model
The model examines both the conscious and subconscious factors that impact employees in the workplace. Based on the results of a series of survey questions, businesses can understand the causes of low employee motivation, engagement, and performance.
Bishop also created two additional versions of the 4C model that also have implications for employee performance:
The mental health and well-being model – which identifies the areas that impede one’s mental health and happiness, and
The diversity, equality, equity & inclusion model – which enables organizations to create inclusive workplace cultures where the needs of all employees are met regardless of their background, circumstances, identity, or abilities.
The four components of the 4C model
The core needs of employees fall under four central components of the 4C model, with the model itself depicted as a circle with multiple colored segments.
For the sake of this article, we’ll focus on the 4C model variation that measures employee engagement and experience.
Capability
The capability segment determines whether staff have what they need to execute their work to a sufficient standard. As products, trends, techniques, or regulations evolve, the model acknowledges that a shortfall in certain skills or resources may become apparent.
Many employees try to conceal these shortfalls, but what they need is to be seen by the organization. Only then can staff develop as professionals, experience greater job satisfaction, and work more productively.
Employees who respond positively to the connection segment are likely to be part of a focused and contented team. But there is always room for improvement. Some may not feel part of a team and as a result, are absent more often and do not fulfill their potential.
While difficult to measure, the somewhat unseen social mechanisms present in all workplaces have a profound impact on whether employees are happy. When individuals feel socially connected and valued for their achievements, organizations are characterized by openness, health, intelligent performance, and increased employee retention.
The cognitive segment encompasses how well people understand their work. Low scores indicate that communication is poor, incorrect assumptions have been made, or vital information is incomplete or missing.
Company and customers – does the employee understand the company’s mission and the needs of the customer?
Personal performance – does the employee understand what is required of them in clear, consistent, unambiguous terms?
Team understanding – is the employee aware of the roles and aims of team members?
Team cooperation – the extent to which teams can collaborate and solve problems to increase the brain power of the organization.
Confidence
Fundamentally, the confidence segment of the 4C model shows how well employees are coping with work-related demands. Problems in this area of the model reflect problems in the other three areas and the level of employee resilience.
Management should monitor the five confidence-based needs to determine where to focus their efforts:
Security – to what extent do staff feel secure at the work? Are they free to make mistakes or take leave as required?
Control – do staff possess a level of autonomy over their work?
Headspace – is there sufficient time built into work routines to prevent mistakes and a decrease in motivation?
Worry – to what extent are staff free from worry and able to perform well?
Meaning – does the employee find meaning and purpose in their work? Are they engaged and stimulated?
Key takeaways:
The 4C model is a model used by businesses to identify causes of employee underperformance in the workplace and thus build a better culture.
The 4C model was developed by WeThrive co-founder Piers Bishop, a psychotherapist who specializes in business and human needs psychology. Bishop created three variations of his model to analyze employee engagement and experience, mental health and wellbeing, and workplace diversity.
The four components of the 4C model for employee engagement and experience include capability, connection, cognitive, and confidence. Each of these components clarifies certain needs that management must consider.
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Gennaro is the creator of FourWeekMBA, which reached about four million business people, comprising C-level executives, investors, analysts, product managers, and aspiring digital entrepreneurs in 2022 alone | He is also Director of Sales for a high-tech scaleup in the AI Industry | In 2012, Gennaro earned an International MBA with emphasis on Corporate Finance and Business Strategy.
