Employee motivation for better engagement.
Employee retention and engagement
plays a critical role when it comes to maintaining a highly productive
workforce; therefore, it is known that having employees with good attitudes is
not enough as there is no use for these employees if an organisation can not
properly use them with giving necessary motivation in order to retain them (Aguenza and Som, 2021) .According to the studies, it is
possible to accept high performance by providing high employee engagement, high
job motivation, along with high job satisfaction (Nugroho, 2019) .
To enhance the employee performance,
there are major steps that organizations take into consideration; firstly it is
important to get the employee involved in the whole working process, then it is
necessary to identify the factors that lead to success, afterwards, there
should be established working standard and regulation and finally, and most
importantly motivate and supervising the employees, It has been recognised
that job satisfaction, working
environment, motivation and stresses can
be the fact that affects the employee performance (Kakkos et al., 2010)
I am working for a leading
telecommunication service provider in the country, and the respective
organisation has more than 3000 employees. Management is taking many
initiatives to keep the employees motivated as it is believed motivated
employees brings better results in terms of organisational goals. One of the
methods that keep employees motivated is keeping them engaged. The organisation
approaches its employees for new initiatives and keep employees involved in
process creation. This has been a successful method as employees feel more
empowered, and it gives an assurance that employee voice matters. When the
organisation comes up with new engagement methods, it has always improved
employee motivation as employees get a sense of responsibility to provide the
best outcomes. As a premier technological partner, to complete with the strong
competitors, it is essential to keep the employees motivated via engagement
My organization take many steps to
continue to keep employee motivation.
There are town hall meetings each quarter for employees to ask questions
and provide suggestions directly to the higher management. Even the simples
question like what beverage should be available in the breakroom are being
discussed. Employees find this discussion really useful and having an
opportunity to provide insights make the employees motivated. Apart from the
same, there are one to one sessions with department heads, team leaders and
middle management. Everyone is given an equal opportunity to speak, and in
these discussions, critics are always welcome.
All the suggestions, critics, and questions are being properly noted. It
has been shown that management always tries to come up with a solution for
these concerns, which builds confidence in the management and eventually turns
into employee motivation.
Figure 01
According to the statistics, many organizations
spend on employee engagement, but these organizations are failing to get the expected
results as employee motivation is not in line with the engagement sessions,
employees do not feel valued and employees are not involved in the
decision-making process due to the even after so much of funding desired
outcomes are not available. (Morgan, 2017) “The results show that the variables
of motivation and job satisfaction affect employee performance by 63.60%, while
employee engagement is not very influential” (Riyanto, Endri and Herlisha, 2021).
In conclusion,
It is important to keep the employee motivation in line with the
employee engagement as, without these two elements, organisations goals will
not be achieved. If employees are not feeling valued or involved, employee
motivation will not be a reality. Spending funds for employee engagement without
being able to motivate organisational employees will be a lost cause.
Reference
list
Aguenza, B. and Som, A., 2012. Motivational Factors of
Employee Retention and Engagement in Organizations. [ebook] Available at:
<https://www.managementjournal.info/index.php/IJAME/article/viewFile/233/222>
[Accessed 3 December 2021].
Kakkos, N, and Trivellas, P. (2010), 7th international
conference on enterprise system, accounting and logistic, 29-29 June 2010,
Rhodes, Greece.
Morgan, J., 2017. Why the Millions We Spend on
Employee Engagement Buy Us So Little. [online] Harvard Business Review. Available at:
<https://hbr.org/2017/03/why-the-millions-we-spend-on-employee-engagement-buy-us-so-little>
[Accessed 3 December 2021].
Nugroho, K., 2019. The Relationship between
Motivation, Engagement and Performance of Employee. [ebook] Available at:
<http://file:///C:/Users/User/Downloads/The_Relationship_between_Motivation_Engagement_and.pdf>
[Accessed 3 December 2021].
Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on employee performance:
Mediating role of employee engagement. [ebook] Available at:
<http://file:///C:/Users/User/Downloads/PPM_2021_03_Riyanto%20(1).pdf>
[Accessed 3 December 2021].
Hi Surangi, Agreed with your discussion points. Adding more ideas, A company with a highly engaged workforce will have happy employees who are dedicated to their jobs, resulting in increased overall productivity and fewer employee turnover. Therefore, laying down correct practices and frameworks to enable employee engagement is an area of high focus (Vance, 2006).
ReplyDeleteKompaso and Sridevi (2010) highlight ten areas when defining a platform for creating a highly engaged workforce. They are listed as below,
1. Well streamlined recruiting and onboarding process
2. Top-down commitment from top leadership to the ground level workforce
3. Effective communication
4. Allowing the right level of freedom to work
5. Facilitation of required resources to get the job done
6. Incentives
7. Cooperate culture that promotes engagement
8. Fair reconditions
9. Effective feedback loop
10. Training and development
Yes, there are many ways to motivate the staff. According to the recodes, only about half of the managers surveyed are optimistic about their employers, saying their organisation takes the right approach to motivate them (Holton,2017)
DeleteHi surangi, agree with you adding to your points, employee engagement can achieved through the creation of an organizational environment where positive emotions such as involvement and pride are encouraged, resulting to improved organizational performance, lower employee turnover and better health.(Robinson, 2006).
ReplyDeleteAccording to Vance (2016), the below are some of the key areas that the statements/questions on an engagement survey should cover:
1. Pride in employer
2. Satisfaction with employer
3. Job satisfaction
4. Opportunity to perform well at challenging work
5. Recognition and positive feedback for one’s contributions
6. Personal support from one’s supervisor
7. Effort above and beyond the minimum
8. Understanding the link between one’s job and the organization’s mission
9. Prospects for future growth with one’s employer
10. Intention to stay with one’s employer
yes , true, survey results will enable you to assess employee engagement within a department and organization; assessment will also allow to determine the strengths and weaknesses of an organization's employee engagement efforts (Whitaker, 2016)
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ReplyDeleteHi Surangi, agreed with your points. According to George (2007), following 10 Cs needed for the employee engagement such as; Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, Collaborate, Credibility and Confidence.
ReplyDeleteVery interesting concept when it comes to congratulating: Business leaders can learn a great deal from Wooden’s approach. Surveys show that, over and over, employees feel that they receive immediate feedback when their performance is poor or below expectations. These employees also report that praise and recognition for strong performance are much less common. Exceptional leaders give recognition, and they do so a lot; they coach and convey (Seijts,2006)
DeleteAgree with you Surangi. In addition to your points, every organization is concerned with what should be done to maintain high levels of engagement in its staff. This entails paying particular attention to how individuals might be most effectively motivated through methods such as incentives, rewards, and leadership (Osabiya and Joseph, 2015). According to Zwilling (2012), non-cash motivating factors may be more beneficial in the long run than monetary rewards.
ReplyDeleteI agree with your point. Non- monetary rewards can be intangible or tangible irrespective of its form, it does not include direct cash reimbursement to staff, such as an enjoyable working environment, training, and development ( Habib ,2017)
DeleteHi Surangi, adding on to your article, Higher engaged employees increase organization profitability and lead to gain competitive advantage. Employees engagement is the main factor that determine organization success and sustainability (Vance,2006).
ReplyDeleteI totally agree with your point; research evidence suggests that employee engagement can be a source of competitive advantage. , for example, reported substantial differences between firms in the top quartile of average employee engagement from those in the bottom quartile concerning return on assets, profitability, and market value (Albrecht ,2015)
DeleteHello, Surangi. Engagement, according to Skinner (2013), is an active agreement to do something for another person. The desire to do something is referred to as motivation. Both are important in building high-performing teams, but employee motivation and engagement are two different factors that are equally important. Highly engaged teams are constantly seeking for ways to improve their productivity and assist the team in meeting its objectives.
ReplyDeleteAccording to a study, the high performance of an employee is supported by high employee engagement, high job motivation, and high job satisfaction (Nugroho ,2019)
DeleteHi Surangi. Agree with you. Would like to add an example to the points you’ve described. Rao (2017) mentions that, Google is recognized for providing its employees with the highest level of employee engagement. Krapivin (2018) provide inspirational benefits available for the employees who work in Google, such as free chef-prepared organic meals, free haircuts, free dry cleaning, gyms and swimming pools, video games, the ability to bring your pets to work, on-site physicians, sleep pods, subsidized massages, and many more. All of these advantages come at a cost to Google, yet despite this, the company is becoming more profitable and attractive every day.
ReplyDeleteIndeed Google is a good example; whenever we approach a new organization, there is no doubt that we will try to get more about the culture of that place, the way of thinking, working, and behaviour. And the more diverse culture of a place likely is, the more difficult it for outsiders to assess its culture becomes (Mosakowski 2004)
DeleteAgree with you Surangi. In addition to your points, engagement is an active agreement to do something for someone. Motivation is the will to do something. Both are critical to creating high-performance staff. But employee motivation and engagement are two different aspects. Employee engagement is actually influenced by motivation because if employees are motivated then they will engage and do work with more effort and by which engagement will ultimately improve (Azar and Shafighi, 2013)
ReplyDeleteEngagement may lead to mindfulness, intrinsic motivation, creativity, authenticity, non-defensive communication, ethical behaviour; further, Employee engagement is the emotional commitment that the employee has to the organization and its goals in addition to the same, This emotional commitment means engaged employees actually care about their work and their company (Tampubolon,2016)
DeleteHi Surangi. Well said. Typically, engaged employees are intrinsically motivated. They love what they do, strive to master new skills and are enthusiastic about applying their talents. and there's a lot to be said for how an engaged workforce can boost any company's bottom line (Brad Richardson, 2017).
ReplyDeleteMotivated employees have always been high achievers; further, There are various ways of improving employees' motivations, such as using worldly rewards, but it is not the only way to achieve this. Leaders and the leadership styles that they have embraced have essential effects on employee achievement, and so leaders cannot ignore the individual needs of their employees if they wish their employees’ full contribution to the organisation and if they want their employees feel the work they do is meaningful to them (Morse, 2003)
DeleteHi Surangi, It is well explained. Adding more to your points, A motivated and engaged employee tend to contribute more in term of organizational productivity and support in maintaining a higher commitment level (Mehta & Mehta, 2013). The development dimension international (DDI, 2005) states that the manager must do five things to motivate or create a highly engaged workforce.
ReplyDeleteAlign efforts with strategy
Empower
Promote and encourage teamwork
Collaboration
Help people grow and develop
Provide support and recognition where appropriate.
I agree with your point, Leadership, as a term, could be defined as a process through which ideas could be communicated, and the adopted organisational vision could be presented to employees in the organisation to inspire them to embrace and support the ideas and corporate visions and thus lead the organisation to desired achievement (Achua and Lussier, 2013)
DeleteHi Surangi, Agreed with you and adding to that, Motivation helps employees to be proactive in moving strategies forward, but it also helps them to react more quickly when obstacles stand in the way. Building a reserve of motivation and, by extension, discretionary effort, is important for adapting to new conditions and navigating unforeseen circumstances,(Molly, L. D., & Mark, A. R. 2017).
ReplyDeleteyes, true. However, Unfortunately, most managers tend to believe, rather erroneously, that they can sufficiently motivate their workers by offering rewards such as higher pay, bonuses, and paid vacations.
DeleteMorse (2003)
Hi Surangi, yes it is, motivation and the engagement has to be interrelated to conduct a good working environment and culture for the employees, therefor Intrinsic motivation and extrinsic motivation plays a major role in the context. individually motivated for rewards and believes by themselves can be defines as Intrinsic motivation such as receiving positive feedback from the supervisor, career guidance, honor or feelings (Deci,1973). Where working because the person will get rewarded or recognized through external factors can be defined as extrinsic motivation such as bonuses, awards, rewards (Reiss, 2005).
ReplyDeleteI totally agree with you; Human beings are not a homogeneous entities by nature. They have various needs, aspirations, and differing perceptions of what constitutes appropriate rewards for compelling motivation. Thus motivating workers requires an in-depth understanding of human nature, individual differences and perceptions of proper rewards and incentives, as well as a combination of extrinsic and intrinsic rewards ( Duah, 2011)
Delete