Motivated Employees are Engaged Employees: Why It's Crucial and How To Do It

Are your employees engaged in their roles? Unfortunately, almost 70% of all employees are not. Therefore, as business owners, this lack of engagement of your employees in their roles can actually cost you money due to lost productivity and inefficiency. Employees distract themselves from what makes them unhappy (work) with other things they deem more fulfilling, like looking for new jobs, talking to friends, or watching funny cat videos.

Important note: Simply throwing more money at them makes them happy in the short term but doesn't solve the costly problem of employee disengagement and lack of motivation.

Why is engagement and motivation important? If an employee is engaged and motivated, they are focused on doing a good job and have an emotional connection to their job With this connection, they are interested in being productive and feel they are contributing to their employer's success.

According to a Gallup poll, only 30% of people making less than $36,000 are emotionally engaged at work. It sounds logical that low pay equals low engagement, but employee engagement actually drops to 28% for those making between $36,000 and $90,000. Even the highest paid workers—earning $90,000 or more—only report 30% engagement.

The next logical question is: How do you get employees motivated and engaged?

There are 4 types of motivation:

  • Intrinsic motivation encompasses employees’ attitudes toward their work. If you’ve ever loved a job so much you’d do it for free, you were intrinsically motivated. Ways to encourage intrinsic motivation include giving good feedback, creating an environment where experimentation is encouraged and failure isn’t final and allowing employees to take ownership of their projects.
  • Extrinsic motivation: employees work to achieve positive results or avoid negative ones. Working on a weekend to earn overtime pay is positive extrinsic motivation; trying not to get demoted for a mistake is negative extrinsic motivation. To keep employees extrinsically motivated you should set clear expectations as well as defining when done is done, design a comfortable office and allow for flexible scheduling if possible. Also, say "Thank You" and be sure to recognize them for their work
  • Personal motivation reveals how employees value time and people outside the office. One person may stay late on a Friday to avoid working on Saturday. Another may work extra hours to earn time off for a family event. Ask about goals, REALLY listen to them, focus on family.

  • Peer motivation uses social influence to encourage or discourage behavior. Competing with a coworker for a promotion is a type of peer motivation. If you want to inspire peer motivation, promote team building via holiday parties or summer barbecues. Involving employees across the business teaches employees other aspects of the business lets them contribute innovative solutions, teaches them new skills, and establishes camaraderie.

For more details and to view the full article, please go to this link. There is an excellent graphic included there as well which talks about this.


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