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How to create high engagement at work

 

How to create high engagement at work

To create a work culture of high engagement, you should:

1. Create engagement purposefully

Intrinsic rewards are abstract, and that can pose challenges when communicating them to the people who are supposed to develop programs that appeal to intrinsic motivations. For example, simply talking with a company’s HR department and asking them to develop an intrinsic rewards program may not be the right solution because of the complex nature of intrinsic rewards.

A better solution is to ensure that intrinsic motivators are a part of the company’s culture and values. That may take new training initiatives, manager or corporate retreats, motivational speeches, deploying new management styles and more. Consider what motivators are important to your employees and how to purposefully make them an engaging part of the corporate culture.

2. Focus on your mid-range engages

Once you’ve established a company culture where intrinsic rewards are prioritized, HR can develop a measurable program that employees are likely to understand. A good group to focus on is the mid-range engages. For one, there tends to be more of them than outlying categories, so you have the opportunity to move a larger group toward intrinsic rewards. Second, they represent a group that’s already somewhat engaged, so they may be more receptive to intrinsic rewards than lower engagement groups.

3. Think about change management

Make an entire culture shift and implementing new intrinsic reward programs at the same time is a lot of change for any organization. Look to large organizations that have made similar cultural shifts to understand the best change management practices for your company.

 

References

Armstrong, Reilly, P, & Brown D, (2011),”increasing the effectiveness of reward

management,” Employee Relations, Emerald Group, (33), 2, 106-120.

Bourne,M, kennerley,M, & santos,F,M, (2005), “ managing through measures a study of

impact on performance,” Journal of Manufacturing Technology Management, (16) 4, 373-

395.

Helgesen, O, nest, E, & volsund, T,(2008),” Marketing perceptions and business performance

implication for marketing education, Marketing Intelligence & Plannin, (27) 1, 25-47.

International Letters of Social and Humanistic Sciences Vol. 52 103

 

 

Comments

  1. Anushka JayasekaraJanuary 27, 2021 at 8:41 PM

    To be successful in business is every employers dream. For that companies need to emphasize employee engagement. With an engaged staff of employees, it can lower the risk of turnover. This will be a great opportunity to make their business strong.

    ReplyDelete
  2. Anushka JayasekaraJanuary 27, 2021 at 8:58 PM

    To increase employee engagement an employer can simply ask its employees on what needs improvement or the changes needed to be made in order to make their time at work more productive and fruitful. It might be surprised by how simple the solution may be.

    ReplyDelete
  3. Anushka JayasekaraJanuary 27, 2021 at 9:01 PM

    To increase employee engagement an employer can simply ask its employees on what needs improvement or the changes needed to be made in order to make their time at work more productive and fruitful. It might be surprised by how simple the solution may be.

    ReplyDelete
  4. Clifford Bulner 20039089January 27, 2021 at 9:11 PM

    Very useful information

    ReplyDelete
  5. Ganga PathirajaJanuary 30, 2021 at 7:02 PM

    By reducing the employee turnover and increasing employee engagement, the organizational goals could be achieved to some extent. Conducting employee surveys frequently is an effective way to get a clear picture of employee engagement.

    ReplyDelete

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