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The meaning of employee engagement


Engagement Motivation


Employee engagement takes place when people are committed to their work and their employer and are motivated to achieve high levels of performance. Meaning: The individuals involvement and satisfaction with as well as enthusiasm for work. Engagement is a positive attitude held by the employee toward the organization and its values.

Why engagement is important

Employee engagement is important to employers because a considerable amount of research indicates that behaviours such as maximizing discretionary effort, taking initiative, wanting to develop, or aligning actions with organizational needs deliver a range of organizational benefits.
The factors that influence engagement Engagement will be affected by work and job design, the quality of life provided by the working environment and the quality of leadership.

The role of reward in enhancing engagement

A total rewards approach is required to increase engagement. Financial rewards are insufficient and the major levers are provided by non-financial reward, especially those provided by intrinsic motivation, the work environment and line managers.
Intrinsic Motivation : Individual must feel that they have a high degree of self control over setting their own goals and over defining the paths to these goals. Individual must receive meaningful feedback about their performance, the job must be perceived by individuals as requiring them to use abilities they value in order to perform the job effectively.

The work environment: Increasing engagement through the work environment will be generally concerned with developing a culture that encourages positive attitudes to work, promoting interest and excitement in the jobs people do and reducing stress. Line Managers :Leader need to help to understand what they are expected to do and to develop the skills they need.

Six steps to enhancing engagement through reward

1. Analyse the existing performance culture of the organization and develop an engagement. 2. Define the drivers of engagement (and disengagement) for different categories of employees. 3. Assess and define the reward elements that affect engagement, and develop reward programmes that will enhance these different aspects of engagement.

4. Introduce a total rewards approach that brings together all the reward elements (pay and non pay) that engage staff.

5. Segment total reward to take account of key employee differences.

6. Implement the total rewards approach and measure and evaluate its impact and success.