Employee Engagement and Motivation: A 7-Step Process

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Table of Contents

What is intrinsic motivation?

Before we look at the overall picture of employee engagement and motivation we need to define with intrinsic motivation is. Intrinsic motivation is the type of motivation that comes from within. It is the state of being motivated by personal interest and enjoyment.

It can be seen in behaviors like an employee’s willingness to go above and beyond the call of duty, work on a task outside their job description, or stay late without being pressured to do so. In these examples, the employees are driven by their own intrinsic desire to work harder or longer on a project that interests them.

When intrinsic motivation is high people are drawn to tasks or goals they feel deeply connected to. 

Intrinsic motivation is a feeling that team members get from doing something for the sake of getting better at it. It’s when their work is something they love to do, not something that simply pays the bills.

Money isn’t a great motivator for most people.

We enjoy some things more than others. We like some people more than others. There are some tasks that we will do for free and there are other tasks that we will only do if we get paid. This is why we need to find intrinsic motivation in our work.

Money isn’t a great motivator for most people, and it doesn’t contribute to our overall happiness above $75,000 (or the local cost of living). If you want your employees to be motivated by money then you need to pay them well. However, there is a limit as the research found that the correlation between money and happiness/motivation disappears after $75,000.

Is there a way to Increase Intrinsic Motivation in Employees?

One of the best ways to increase intrinsic motivation in employees is to give them autonomy. It’s important for managers to realize that it’s not about them and what they want, but about the employee and what they need.

Employees want to feel like they can make a difference and work on something that is interesting. Giving them the opportunity to do this will also boost their engagement at work as well as their creativity.

Five steps to increase intrinsic motivation in employees:

– Step 1: Identify what motivates your employees.

What are their goals? What do they want to achieve?

– Step 2: Provide Clear Goals.

You should set concrete goals that are specific, observable, and assignable to the individual. These goals should be challenging but not impossible for your employees to achieve.

– Step 3: Allow Employees to Continuously Learn and Grow.

The more challenges the employee faces, the more skillful he or she will become at his or her job. So make sure you offer opportunities for them to grow in their skillset while still working on the same tasks they would be working on if they did not receive this training.

– Step 4: Allow Employees to Engage with Others

Building a successful team means providing opportunities for employees to interact with others. Employees who feel like they belong to a tight-knit team, supported by their company, are far more likely to be engaged and motivated at work.

Step 5: Allow them to work independently on tasks – Provide autonomy.

Studies have found that people who have autonomy in their work have higher levels of self-esteem and are more engaged in their work. Give them the freedom to do their own thing and they will be more likely to find meaning in what they do.

10 clear signs that an employee is not motivated:

  1. The employee does not show up to work.
  2. The employee is always late.
  3. The employee is not interested in the work they are doing.
  4. The employee does not have any initiative to learn new tasks.
  5. The employee cannot meet deadlines.
  6. The employee makes mistakes in the work they are doing.
  7. The employee is not working hard.
  8. The employee does not seem to care about anything they are doing.
  9. The employee is not happy with the work they are doing.
  10. And the employee does not have a good attitude towards their work.

What causes employee burnout and how to prevent it?

Employee burnout is often caused by the feeling of being overworked and under-appreciated. It can also be caused by workplace stress, lack of teamwork, and poor communication.

Burnout is a result of the employee feeling overwhelmed and underutilized. This causes them to feel like they are not making a difference in their work, and that it is difficult for them to find meaning in their work.

Burnout can be prevented by ensuring that employees feel like they are making a difference in their work, and that the company is having positive impacts on society.

4 Symptoms of burnout:

  • General malaise and exhaustion. Burnout causes general malaise and exhaustion that leads to a loss of productivity in the workplace.
  • Long-term chronic stress that persists day after day and week after week. Employee burnout is a chronic stress that persists day after day and week after week.
  • Disengagement, feelings of helplessness, anger, and irritability.
  • Worsens effects of tension on deadlines.

What is Employee Engagement?

Employee engagement is the connection between an individual and an organization. It is the level of commitment that an individual has with their organization. Employee engagement is important, because it can have a great deal of impact on job satisfaction, performance, turnover, and absenteeism.

There are three different types of engagement:

– Intrinsic Engagement-

This type of engagement is when employees are motivated by internal factors such as personal goals or values

– Extrinsic Engagement-

This type of engagement refers to those who are motivated by external factors such as rewards or recognition

– Passive Engagement-

This type of person is known as a worker who does not have any particular preference or strong feelings about their work. They are typically happy to do whatever they are instructed to do from the boss.

Managers should focus on the way they interact with their employees. The proper approach will allow them to get more out of their employees and create a happier workforce.

The Manager’s Motivational Skills Related to Employee Engagement and Motivation

Workplace motivation is, both art and science.

As a managers you need to learn the skills necessary to motivate their team members. Here are some tips that can help you do so effectively.

  • Have a good rapport with your employees. Get to know them by their interests, hobbies etc so that you can understand how they work and what drives them to do great work.
  • Give more feedback on how they can improve their work. As employees are able to improve their skills, they will become more engaged in the organization which can lead to better performance.
  • Motivate them by giving them work they are passionate about. Rotate their tasks so they are constantly challenged and motivated.
  • Give them feedback on how they can improve. Encourage them by giving them tips on how to perform better at their work.
  • Let them know they are appreciated. Recognize their good work by giving them rewards and praises.
  • Give them tasks that are meaningful for them. Allow them to express their creativity and passion.
  • Give them opportunities for growth. Provide them with chances to build their skills and knowledge through training or other learning activities.
  • Ensure that they are comfortable and happy in the work that they are doing.

What is the difference Between Employee Engagement and Employee Motivation?

Employee engagement is the level of their involvement with the company, whereas employee motivation is about how important an individual perceives their job to be.

Both are closely related to each other. The more engaged employees are with their company, the more motivated they are, and vice versa. Employee engagement is typically measured through surveys.

Employee Motivation is what you want your employees to feel and do, whereas Employee Engagement is the extent to which employees feel committed to their work, company, and each other.

Motivation is a highly individualized process, whereas engagement is more of a team-oriented lifestyle.

Employee Motivation:

Motivation can be defined as what you want your employees to do.

Employees left to their own devices often become disengaged and less motivated. An important task in striving for better staff engagement is conducting periodic interviews with employees during which subordinates express their thoughts and opinions on their motivation. Previous research shows that these meetings with employees are effective in improving engagement levels

What is the process of employee empowerment?

The process of employee empowerment is the act of empowering employees with knowledge, skills, and abilities to make informed decisions that will improve their work environment. This also can include educating workers about ways they can improve their individual performance.

Employees are more motivated when their skills with company policies are improved through the process. This is done very successfully by using a seven step approach to education. Every individual deserves to be given an opportunity to advance their skills, which is more of an exciting process, especially when progress is made.

What is workplace culture?

Workplace culture describes the values, shared beliefs, and norms that are present in a company or organization. Culture can include values such as honesty, respectfulness, teamwork, cooperation and camaraderie.

It starts at the top and filters down.

It’s not just about what policies the company has, but it’s about how the company interacts with its employees.

It includes working as part of a team and sharing knowledge and ideas.

What are the benefits of employee recognition?

Employee recognition is a practice that helps to increase employee engagement, productivity and retention. It provides employees with opportunities for achievement and rewards them for their contributions. Recognition can also be used as a tool to motivate employees, encourage the sharing of ideas and help strengthen personal connections.

  • Recognition makes employees feel valued.
  • Employees perform their best when they’re motivated.
  • 93% of employees who feel valued are motivated to do their best work.

Should you use a reward system for your employees?

Man holding starSome people believe that employees should be rewarded for their work. Others say this is not necessary and will just lead to more time spent on extrinsic motivators such as money rather than intrinsic motivators.

There are many ways to reward employees; some of which include shorter work hours, more vacation time, or even a new car. However, the most effective way of rewarding employees is through recognition.

Many people believe that employees should be rewarded for their work. Others say this is not necessary and will just lead to more time spent on extrinsic motivators such as money or perks.

What are some motivational tools to increase employee motivation?

Motivation is an important aspect of any job. In order to increase employee motivation, there are a few motivational tools that must be used.

First, the company can have a clear vision for the future. This will help the employees to see where they are going and what they can do to get there.

Next, the company should have a mission statement that clearly states what the goal of the company is. This will help the employee to see what they are working towards and if their goals are in alignment with the company’s goals, then they will be more motivated to work hard.

Furthermore, the company should have a system of rewards and recognition to help the employee feel as though they are getting something even if it is not work related. If this is done, the employees will be more satisfied with their work and will be more motivated to do it.

Finally, the company should have a system that is set up so that employees can feel as though they are achieving something or accomplishing something at the end of the day. This will help to balance out all of the negativity that comes from an employee’s work experience and gives a sense of accomplishment, which is very motivating.

7 Steps to Boost Employee Engagement and Motivation

When employees are not engaged, they are less productive, more expensive to manage and have higher turnover rates. It is crucial for employers to take steps to address the causes of disengagement in order to boost engagement and productivity. At the same time, employers should be careful not to create disengagement in an effort to get employees working harder or more efficiently. The key is to understand the causes of employee disengagement so that solutions can be designed to address the real issues. What factors can prevent employees from being productive?

These are 7 effective steps to boost Employee Engagement and Motivation:

Step 1: Provide Every Employee with an effective space to provide feedback and voice their concerns and opinions

– Conduct regular anonymous surveys to listen to what the team member have to say.

Step 2: Create Effective Performance Expectations

– Communicate regularly about Overall Company Performance and Project Progress.

– Build a clear understanding of the Firm’s Vision and Strategies.

Step 3: Provide Employees with Positive Feedback

– Praise Employee Efforts in Public, Informally or Formally.

Step 4: Give Employees the Support They Need

– Encourage Employees to Ask for Help when needed.

Step 5: Develop a Mentoring Program

– Provide an Employee Mentor who can help with Developing Career Paths and Opportunities.

Step 6: Reward and Recognize their performance and engagement

– Encourage Employees to participate in the creation of a better workplace.

Step 7: Establish a Professional Network

– Encourage Employees to Connect with Outside Resources and Assist in Career Development.

Ready to Take the Next Step?

Set up a demo with us and discover how Clarity Wave can help your organization improve its employee engagement, motivation and company culture. Our award-winning all-in-one system will take your Employee Engagement efforts to the next level.

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