Motivation and engagement lead to enhanced employee performance. We now know that money plays a limited role in fostering motivation and companies need to create constant engagement starting with the job, work environment, empowerment, equitable conditions and other things beyond work to create strong bonds with the organisation. Here are a few ways to build motivation:
Job purpose: Every individual wants to be a part of the bigger plan?the strategic goal, in organisational context. People want to work towards tangible and defined goals that add value to them as professionals and contribute to organisational objectives. It is hence important for any organisation to not only articulate the goals in a job role but also help the employees envision as to how they fit in the overall organisation grid.
Job enrichment: A lot of times a job description is so generic that even the recruiter says ?it is a typical sales job or a typical operations profile? and so on. That is the first point where the incumbent?s enthusiasm is trampled. There can be no ?typical? job. Job roles must be enriched?with accountability, ownership and efficacy. These are not but words, they motivate an employee to perform better and move away from boredom.
Learning culture: People crave for professional advancement and need focused development interventions. It is important that an organisation creates and encourages learning for these employees.
Fun at work: After sweating out to achieve targets, an atmosphere of fun and camaraderie at work goes a long way in creating the right blend. It breaks the barriers of unnecessary protocols.
Empowerment and manager connect: Often it is said that people leave managers and not organisations and there is a lot of truth to it. Managers are the pillars that support the culture propagated by the organisation and it is important for them to build a culture resonating organisational values in their teams. For an employee to feel motivated, one must feel connected to the team and feel free to voice opinions and share concerns.
Organisational culture: Organisations with strong culture of values and vision are always better able to engage with employees.
Corporate social responsibility: CSR motivates employees to be a part of the organisation that gives back to the society. It creates an atmosphere of oneness. In the fast-paced world, people want to actively engage in social causes but find themselves lacking in time and resources. Being a part of an organisation that gives and shares with the society from which it profits builds goodwill that lasts longer than a paycheck does.
Internal equity: Internal equity is essential for the competitive workforce of today. Equality is the word of the day?in rewards, recognition, compensation, perks, etc. While internal equity may not exhilarate an employee, its absence sure is a dampener.
The author is head, Talent, AEGON Religare Life Insurance