Employee Engagement and Motivation
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Employee Engagement and Motivation

Employee Engagement and Motivation: Why Do You Need Both?

The employee will always be the core of any organization. Engagement and motivation will go hand in hand. Your workforce must perform together as a team to achieve the same vision.

Organizations are in a continuous search of motivators for their employees through engagement. Positive employee engagement leads to competitive behavior. Competitive behavior motivates the employee to perform. 

Competitive, skilled, and engaged employees are key factors for organization success. Leaders and the HR department should implement innovative employee engagement and motivation initiatives.

In this blog, we will study how employee engagement and motivation will improve your productivity and why there is a need for both.

Employee Engagement:

Employee engagement is an initiative to create and maintain a happy work environment. An employee should feel they belonged to a particular role. A happy work environment increases productivity, work efficiency and reduces absenteeism.

 An ideal HR software will help you to plan and gauge your employee engagement initiative. There are three psychological drivers for employee engagement:

 Meaningfulness:

Employees should feel appreciated and valued. 

 Safety:

Employees should feel job security without fear of negative self-image and career prospects.

 Availability:

Acquire the physical, emotional, and psychological resources needed to perform in a particular job role.

 Following are a few employee engagement tactics and their importance:

  • Individual meeting and closed-door policy:

 Feedbacks are vital for any employee to grow professionally. Managers of the organization should conduct and interact with the team on a regular and individual basis. A performance management system helps managers to analyze individual performance.

 Positive criticism is the key to bridge the communication gap and engage employees. Managers should follow the closed-door policy to maintain decorum and give quality feedback. The closed-door policy promises transparency and privacy.

Employee feedback is also necessary. It helps the management to understand and implement the required changes in the workforce.

  • Hello, good morning, and how was your day?:

Small conversations can be limited, but the importance of small talk is unquestionable. Workplaces are a social environment. The HR department needs to set a culture where the teammate greets each other with a smile. Towards the end of the shift, a simple question such as how was your day? is stress-relieving.

  • Awards and recognition for the top performers:

It is crucial to identify top performers and reward them. Awards and recognition help the employee to feel appreciated and valued for their work. Rewards in various forms such as incentives, gift cards, paid vacation, and many more. It motivates the top performers to continue to put in efforts. The performance management systems distinguish between the top and bottom performers. 

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Rewards motivate the bottom and mid performers to put in more effort. Awards and recognition drive a sense of positive competitiveness.

  • Team bonding sessions:

Team bonding sessions are a basic requirement for any organization. An employee should feel a part of the team at macro and micro levels to achieve a common objective. Newcomers feel welcome to the team.

A team that bonds nicely performs well. Good team bonding also increases the retention rate.

  • Potlucks and team meals:

Organizing potlucks and team meals are part of team bonding sessions. Potlucks are a food feast wherein all teammates get different food and share. The main idea of organizing a potluck is to understand the importance of sharing. Potlucks help to know your teammate culturally. Team meals help to know your teammate beyond the professional image.

Potlucks and team meals help to release work stress and know your team better.

  • What’s this Friday!

Fridays are like a holiday at work for most of the workforce. Friday starts to give weekend vibes. Organizing fun activities on Friday helps to end the week on a positive note. It helps to maintain a happy workforce. Employee engagement software is beneficial for highly engaged employees.

  • Celebrate colleagues birthdays and other milestones:

Your resources will engage less if the workplace is just work-oriented. Celebrating small milestones and birthdays will give you huge returns. Celebrating the work anniversaries of the employee will help new teammates understand the importance of retention.

Celebrations bring happiness and positivity to the work environment. Birthday celebrations at work make the employees feel valued. Employee management systems will help you to track celebrations.

  • Celebrate festivities:

The workforce is becoming more dynamic. It is vital to respect all religions and races in the workplace. Organizations and the HR department should celebrate all the festivals with an equal amount of energy.

  • Sessions on work-life balance:

Work-life imbalance can be harmful. Stress can hinder your performance and harm your mental health. The leaders should teach or organize sessions on how to manage stress effectively. Effective handling of stress will help to yield more quality results.

  • Outdoor management program:
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Sitting in front of the system for more than 40 hours a week can be boring. Office trips are a break from boredom. Merging office trips with brainstorming outdoor activities is like the cherry on the cake. Brainstorming outdoor activities are brain refreshers and help to bond the team on a different level.

  • Family and pet days at work:

Colleagues are like your second family because you spend major time throughout the day with them. Family days will help your family to be familiar with your work and colleagues. Organizing family and pet days at work will weave all your important ones together. 

  • Organize and engage your workforce for corporate social responsibility:

CSR is a need for all organizations to give back to society. CSR helps to build a positive image of the organization in society. The HR department should organize such events where the workforce can engage in. Engagement of the workforce in volunteering jobs boosts their morale.

  • Inhouse talent development program:

Hiring a new manager from the industry might create negativity in the team. That new manager will have to adapt and understand the work culture.

It is anytime beneficial to give your in-house talent a platform to grow. In-house already has an in-depth knowledge of company culture, team, and vision. Inhouse talent development program motivates employees to stay in the same organization. It promises professional growth and stability at the same time. HR management systems understand the high potential employees and help them grow.

Employee motivation:

All employees need constant motivation throughout their employment period. An employee needs encouragement for the best outputs.

The power of material motivations is undeniable. Material motivation is one of the strongest motivators for the workforce. Employees feel motivated by various other factors like rewards and recognition, personal and professional growth, and a happy work environment.

There are four intrinsic motivators and four extrinsic motivators: 

Intrinsic motivators:

Highly engaged employees are intrinsically motivated. Such employees love what they do and do what they love. They are highly motivated and energetic to take new responsibilities. According to the Aberdeen Group, a Highly engaged workforce raises your customer loyalty by 233% and revenue by 26% annually.

  • Interesting work:

The idea of interesting work can differ from person to person. It is something that employees feel energized and passionate about their work. Such employees find meaning and purpose in their job.

  • Job appreciation: 
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Job appreciation is acknowledging the value and meaning of their job profile.

  • Job satisfaction:

Job roles should fulfill every employee’s needs. Higher job satisfaction will increase your productivity and efficiency. 

Organizations should create and maintain jobs to satisfy their resources.

  • Stress:

Stress is an external influence disrupting the workforce mentally or emotionally. The high-stress work environment has a higher attrition rate.

It is the responsibility of the organization to make the work environment less stressful.

Extrinsic motivators:

Extrinsically motivated employees need constant reminders to perform. Such employees engage in the work to achieve something.

  • Job security: 

Job security is a vital motivator for employees. If they find job security in a particular organization, they stay with the organization for a longer time.

  • Promotions and growth: 

Promotions and growth motivate employees to walk the extra mile to achieve their goals. It helps a resource to grow professionally.

  • Good pay: 

Monetary rewards are the most important motivators of all. If the employee gets good pay, he will always be motivated to work.

  • Recognition: 

It is essential to recognize and reward the top performers. Awards and recognitions increase competitive behavior in the organization.

To sum up:

Work motivation is crucial for any organization settings. That is the reason why different organizations have different motivation strategies to engage employees.

As discussed earlier, employee engagement and motivation go hand in hand. Employee engagement motivates the workforce. A motivated workforce will engage more. 

Highly motivated and engaged employees yield more qualitative results. Employee engagement and motivation help complete the common objectives, maintain a positive work environment, and clock more revenue.


Author Bio:  As the technology counter’s content analyst, Sheetal likes to simplify complex HR and payroll processes. She has her forte in employee engagement initiatives. Other than a passion for technology, she is also passionate about photography and food.

Employee Engagement and Motivation

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