Employee Engagement Professionals
At last, the need to engage and involve humans as ‘people’ rather than another ‘resource’ is
gaining substantial credence and widespread acceptance. For those early adopters, there is plenty of substantial research showing the benefits of employee engagement, and how to increase engagement. However, the evidence shows that despite many years of ‘practising’ employee engagement, the overall levels of engagement have not substantially changed.
As Aspirin Business/Motivated Performance, we started at the opposite end – so to speak. We started with individual motivation – what motivates people. And then came across engagement when mapping the motivators of job candidates. We became curious why people who were highly motivated were applying for jobs elsewhere. And our hypothesis is that people can be motivated by job roles, but are engaged by the wider organisation with both a role that motivates and an organisation that satisfies those ‘hygiene factors’.
So our approach to employee engagement is two-pronged – working from both the organisational ‘broad brush’ approach and of meeting the needs of each individual – including of course the need to feel significant.
For Employee Engagement Professionals then, Motivational Maps may offer that elusive missing ingredient, with the ability to:
Survey motivation and engagement together.
Compare both needs and satisfaction levels - at individual, team and organisation level.
Gain a deep understanding of individual’s needs and how these differ for different people, different roles.
Gain a deep understanding of motivation and how to create reward, recognition, communication, and change strategies that are individual and team based - rather than broad bush.
Move the needle on engagement and believe the data you have is a true reflection of the what you see, feel and hear.