Date post: | 31-Oct-2014 |
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Business |
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Motivating & Engaging Employees
Kyle CouchSpectrum Organizational Development
Two Aspects of Human Capital
Motivation
Engagement
Two Aspects of Human Capital
Motivation
Individual Intrinsic vs. Extrinsic Want to vs. Have to
Engagement
Community Connection
I Belong or I Don’t
Organizational Performance
Know the Range
Do you feel that your employer knows how to motivate you?
18%
40%
16%
25%Agree
Somewhat
Slightly
Not at All
Key Motivators
Motivation
Motivation is not a one-size-fits-all solution
Discretionary Effort
Minimum Requirement
s
Have to Do Curve
Want to Do Curve
Time
Perf
orm
ance
Discretionary Effort (and a Bucket)
Discretionary Effort
DiscretionaryEffort
Perks
Irks
Monetary
People Are Different
Trailblazers45%
Workhorses23%
Heavyweights12%
Gen-Yers11%
Explorers9%
Trailblazers Want to make an impact on people and leave their mark on the world in
general.
Altruism, customer orientation, inspiration, achievement, social contact, identity and purpose,
learning, creativity, contribution/legacy and fun and
enjoyment
Workhorses
Are dedicated to getting the job done and getting it done well.
Achievement, stability, financial reward, structure and order,
recognition and appreciation, power and status.
Heavyweights
Can be an unstoppable force when given the right incentive and pushed in the
right direction.
Achievement, responsibility, active/high-pressure work
environment, power, status, and contribution/legacy.
Gen-Yers
Want to do what they love and love what they do.
Inspiration, social contact, financial reward, recognition and appreciation,
creativity, power, status, mobility, contribution/legacy and fun and
enjoyment.
Explorers
Want to experience everything the job world has to offer.
Learning, change and variety, job-hopping, creativity, independence,
power, mobility and contribution/legacy.
Engagement
The Reality
By the Numbers
84% of highly engaged employees believe they can …
POSITIVELY IMPACT THE QUALITY OF THEIR ORGANIZATION’S PRODUCTS
compared with only 31% of the disengaged.
By the Numbers
72% of highly engaged employees believe they can …
POSITIVELY AFFECT CUSTOMER SERVICE
versus 27% of the disengaged.
North American Perspective
Engagement’s Effect on KPI’s
Worth the Effort?
When organizations successfully engage their customers and their
employees, they experience a
240%boost in performance-related
business outcomes.
Best In Class Approach
Strategy & Leadership
Accountability &
Performance
Communication &
Knowledge
Learning & Development
Fostering Engagement
Being Engage
d
Being Enabled
Feeling Energize
d
Fostering Engagement
Traditional Engagement Enablement Energy
Belief in company goals and objectives
Freedom from obstacles to success at work
Ability to maintain energy at work
Emotional ConnectionAvailability of resources to perform well
Supportive social environment
Willingness to give extra effort to support success
Ability to meet work challenges effectively
Feelings of enthusiasm/accomplishment at work
Drivers of Engagement
Leadership
Stress, Balance & Workload
Goals & ObjectivesSupervisors
Organization’s
Reputation
Leadership
Is effective at growing the business Shows sincere interest in
employees’ well-being Behaves consistently with the
organization’s core values Earns employees’ trust and
confidence
Stress, Balance & Workload
Manageable stress levels at work A healthy balance between work
and personal life Enough employees in the group
to do the job right Flexible work arrangements
Goals & Objectives
The organization’s business goals Steps they need to take to reach
those goals How their job contributes to
achieving goals
Supervisors
Assign tasks suited to employees’ skills
Act in ways consistent with their words
Coach employees to improve performance
Treat employees with respect
Organization’s Reputation
Highly regarded by the general public
Displays honesty and integrity in business activities
Maximizing Human Capital
Mastery Membership Meaning
Mastery
Even in the most seemingly routine areas, when people are given difficult
problems to tackle, with appropriate and tools and support,
they can do things faster, smarter, and better.
Membership
Community solidarity comes from allowing the whole person to surface,
which means going beyond superficial conformity to know
what else people care about.
Meaning
Clarity about how your products or services can improve the world
provides guideposts for employees’ priorities and decisions.