How To Boost Employee Engagement And Motivation?


Many businesses are now embracing purposeful leadership. They’re consciously trying to support employees in connecting their values with organizational priorities and comprehending how their individual contributions relate to the company’s impact on society as a whole.

In the age of employee activism, more employees expect their companies to take a position on contentious social topics and request greater organizational accountability for issues relating to fairness, diversity, and inclusion, as well as other topics they care about. Organizations should be aware of how silence on a matter can harm employee motivation and loyalty. Silence can be a powerful statement in and of itself.

With flexible work schedules, 4-day work weeks, or hybrid workplaces, several businesses are attempting to increase employee retention following the pandemic. A cloud-based personal and team development tool like Cloverleaf evaluates many aspects of employee performance. These tools may help cross-map team data to find gaps and misaligned expectations and offers customers scenario-planning tools to help them identify the best project teams or roles for new employees.

Indeed, increasing employee motivation and engagement can be achieved by allowing as much freedom as possible regarding where and when they work.

How to Improve Employee Engagement

Following are some tips that can help in employee engagement and motivation.

  1. Helping employees understand their motivation- Doing work that aligns with their motivations makes people the happiest, most energized, and most engaged. Younger workers should place a high priority on value alignment. Encourage people to get a deeper awareness of who they are. Wherever possible, managers and staff members should collaborate to “sculpt” positions and improve duties to reflect each party’s passions better. Do this, and you will certainly witness a rise in engagement.
  2. Care for employees- Employees who strongly think their employers care about their well-being are far more engaged and likely to stay with their current employer. In contrast, the feeling of an absence of support makes employees want to leave. Make sure your managers lead empathically and genuinely support their direct reports because high levels of emotional intelligence motivate and engage employees.
  3. Decentralizing authority, not just a responsibility- More decision-making authority in developmental assignments will increase potential commitment and engagement to the organization, according to the research on this group of employees. High potentials don’t just want more responsibility in these roles; they also want to be more engaged in the organization.

How to motivate employees

Following are some tips that can help in employee motivation-

  1. Providing support and encouraging self-direction- People need to feel valued and cared for on a personal level by their employers. Those who experience their managers’ support have a sense of security and self-worth that enables them to be motivated internally. In contrast, managers will exert less internal drive when their bosses’ support is weak because they will feel threatened and uneasy. As a result, ensure your supervisors always foster a culture of increased psychological safety at work.
  2. Creating a reward system- Affirming awards encourages workers by praising managers who achieve significant, difficult objectives. Common incentives like wage raises, bonuses, stock options, promotions, and recognition are reassuring if they’re connected to crucial objectives and aren’t given out oppressively. Avoid providing incentives that put employees under a lot of pressure to meet goals since this will undermine their sense of agency and take control of their ideas, feelings, and behavior. For example, an incentive program that puts substantial sums of money at stake or pits managers against one another, encouraging ruthless rivalry among team members, is likely oppressive.

In contrast, receiving rewards for attaining organizational goals increases managers’ perceptions of their own task mastery and competence.

  1. Providing better learning opportunities- Employees today merely anticipate potential advancement from their employers. For new leaders in particular, offering leadership programs, coaching, and mentoring can help managers develop self-awareness, recognize their own strengths and flaws, and advance as leaders. Furthermore, HR directors must seek to train managers and supervisors on how to assist their superiors’ professional growth.

Employers can boost motivation and engagement among their employees by offering them the compensation, benefits, and perks they deserve.

Keeping organizational politics low, paying close attention to your superiors, and making any necessary changes to your reward systems and career opportunities can significantly increase employee engagement and motivation. A substantial pay structure, however, remains critical to employee engagement and motivation.

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