How to increase engagement in the workplace
Updated: Jun 8
Just recently during an HR Conference in Brasov, Romania, apart from all the trendy buzzwords such as automation and AI, we were also presented with an evergreen topic in HR.
Which is Engagement in the Workplace. How do we keep our employees motivated and focused so that they deliver outstanding results and they are happy and satisfied with their work?
In recent studies from Gallup Research, titled “State of the Global Workplace”, coupled with great books by
Frederick Herzberg, known for his work on motivation and hygiene factors, Herzberg's "One More Time: How Do You Motivate Employees?”
And
Teresa Amabile: Her research on intrinsic motivation and creativity in the workplace, as presented in the book "The Progress Principle”.
Here are the conclusions we drew from all these studies and extensive research:
Motivating Factors:
Autonomy and Empowerment: Employees feel more engaged when they have control over their work, are empowered to make decisions, and have opportunities for skill development.
Meaningful Work: Having a sense of purpose, understanding how their work contributes to organizational goals, and finding personal fulfillment in their tasks motivate employees.
Positive Relationships: Strong social connections, supportive relationships with colleagues and supervisors, and a sense of belonging within the organization enhance engagement.
Recognition and Rewards: Fair and timely recognition of employees' efforts, providing feedback, and offering appropriate rewards and incentives positively impact engagement.
Career Growth and Development: Opportunities for advancement, training, and professional development demonstrate a commitment to employees' growth, fostering engagement.
Demotivating Factors:
Lack of Communication: Poor communication, insufficient feedback, and limited transparency can lead to disengagement.
Inadequate Leadership: Weak or ineffective leadership, lack of trust, and inconsistent management practices negatively affect employee engagement.
Job Insecurity: Fear of job loss, unstable work environment, and lack of stability can decrease engagement levels.
Workload and Stress: Excessive workload, unrealistic expectations, and high levels of stress can diminish engagement and overall well-being.
Tools and Methods to Increase Engagement:
Clear Goals and Expectations: Setting clear goals, providing regular feedback, and aligning individual objectives with organizational goals can enhance engagement.
Employee Voice: Encouraging employee participation, soliciting their ideas and opinions, and involving them in decision-making processes foster engagement.
Recognition and Rewards Programs: Implementing fair and consistent recognition programs, including both monetary and non-monetary rewards, acknowledges employees' contributions.
Training and Development: Offering opportunities for skill enhancement, promoting continuous learning, and providing career development pathways promote engagement.
Work-Life Balance: Supporting work-life balance through flexible work arrangements and policies promotes well-being and engagement.
Organizational Culture: Creating a positive work environment, fostering open communication, promoting collaboration, and encouraging a sense of belonging enhance engagement.
