7.Global Trend in Employee Engagement - Motivating employees

Video 1: Employee Engagement and Retention


Source: (Deloitte University Press, 2016)

In this video Nicky Wakefield the Human Capital leader demonstrate about evolving social contract between employer and employee, workers become “volunteers” to be reengaged and re-recruited each day. Also, she describes the Apps and other digital methods to used globally to engage with their employees and methods of monitoring the engagement.  

Globally Top Employee Engagement Drivers

 Hewitt (2015) research has shown that some of work experience areas are more important to improving engagement than others and also according to the research The key drivers below were identified as the priorities for making engagement happen.

Figure 05: Global Engagement Drivers

Source : (Hewitt, 2015)

According to the research there are three most important engagement drivers of participation. 

1. Career Opportunities

2. Reputation

3. Compensation

Keep it consistent from 2013 to 2014 and most top 5 drivers are relatively consistent Across regions and markets. It is also consistent that only about half of the employees It is essential to these areas, and these areas are crucial to their participation. Under these circumstances In terms of career opportunities, most employees do not see the way forward plan with the Organization, which has an impact The employee said, stay and work hard. Also, the combination of mentioned top engagement drivers displays few insight Employees in various regions. (Hewitt, 2015).

Video 2: Employee Engagement Global Trends

Source : (OptimumLeadershipTV, 2011)

This video demonstrates about How Organizations should shift their thinking pattern and employee behaviors from old industrial model to new social network and how world influencing more employees to "opt-in." in other words treating employees like volunteers.

CONCLUSION

Employee motivation is defined as the component of wants, desires, and ambitions that must be guarded in order to drive organizational personnel toward the achievement of corporate goals. Staff motivation is critical for a successful business thus, the firm should place a premium on it in order to remain competitive in the market and prevent issues such as excessive employee turnover. As a result, effective motivating approaches should be used at business. Companies should be able to better understand how to encourage people and the value of employee motivation at work. Consequently, employee job satisfaction will rise, and they will become more motivated at work. Motivational elements like as accomplishment, acknowledgment, responsibility, and promotion have a significant influence in motivating employees. Motivation is a complicated activity, yet it is crucial to an organization's success. The first feature of employee motivation's complexity is that employees' demands are different, making it difficult for organizational managers to satisfy their needs. Despite the challenges, businesses should continue to develop new methods for managing their employees' needs, ambitions, and expectations. This is because motivation is one of the most important tools for building an effective staff, which may help businesses outperform their competitors.

Referencing

Deloitte US (2012) Employee engagement and retention: Always on | Global Human Capital Trends 2016 [online]. Available at: <https://www.youtube.com/watch?v=nH7_2J7JLfs.>. [Accessed on 31 July 2021].

Hewitt, A., 2015. 2015 Trends in Global Employee Engagement. Global Engagement Practice Leader, [online] p.26. Available at: <https://www.sigmoidcurve.com/assets/Uploads/2015-trends-in-global-employee-engagement-sigmoid-connect.pdf> [Accessed 31 July 2021].

OptimumLeadershipTV (2011) Employee Engagement Global Trends [online]. Available at: <https://www.youtube.com/watch?v=FZsmnX_Bkvo>. [Accessed on 30 April 2020].


Comments

  1. P.D.Chathuranga LakshanAugust 25, 2021 at 4:45 AM

    Agreed with the above discussion and also Kawara (2014) declared that motivational rewards provide a feeling of motivation among employees, and thus, increase their productivity levels, which provide further implications for organizational growth and competitiveness. The practical implications from this finding suggests that the decision makers in higher learning institutions should give a prime attention to employees’ issues and ensure their work effectiveness by providing incentives and rewards for good achievements. This as a result will encourage them to become more productive and creative in doing their jobs.

    ReplyDelete
  2. DanushkanaAugust 25, 2021 at 4:59 AM

    Thank you Lakshan, Further Jalal & Muhammad (2018) states that focusing and redesigning the reward system in a continuous basis, while evaluating and updating the employees combinations of strength and needs which changes time to time, with the effect of extrinsic forces is considered to be one of the best key business strategies.

    ReplyDelete
  3. Amila WijayanthaAugust 30, 2021 at 12:05 AM

    I Agreed with the argument. Werner and Sarita cited (2016, p 189) as "Employee engagement leads to commitment and psychological attachment and reflects in the high retention of employees" and drive organisations life long.

    ReplyDelete
  4. Sumeera NawarathneSeptember 5, 2021 at 8:07 AM

    Agreed on this. According to Brownlee (2019) there are four employee engagement trends which leader need to know. One is increasing the importance of non-monetary benefits. Second one is increasing popularity of agile work environment. There is another trend which is employees expect more corporate social responsibility. The last trend is organizational culture is considered as a king.

    ReplyDelete
  5. Hemachandra KrishnachandraahSeptember 7, 2021 at 7:07 PM

    Agreed (Richardson, 2017) also said that, typically, engaged employees are intrinsically motivated. They love what they do, strive to manure new skills and are enthusiastic about applying their knowledge and skills. And there are many things to be said for how an engaged labor force can boost any firm’s bottom line.

    ReplyDelete
  6. Nilmini AssaddumaSeptember 9, 2021 at 4:27 AM

    Yes. The measures of implementing team development are consistent with the culture in the organization and that the leaders are aware of the values and policies in companies they are working for. If that would not be the case, these measures, which were actually meant to increase motivation, could cause the opposite.(Matthias Zeuch,2016)

    ReplyDelete

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