We Need More Engagement Around Here
We Need More Engagement Around Here
The employee motivation and engagement in the company is poor. Lots of workers are easygoing and apathetic. Only few of the employees give effort in their job. They also say that they were not able to learn and grow in the past year. Many employees say that they are satisfied with their salary and benefits however, only few of them are willing to stay in the company for at least three years. They are not motivated and showed no interest which leads to poor performance of their job. This could worsen if no proper actions would be taken.
Areas to consider
The company has both strengths and weaknesses; some of their strength is the following:
• The employees know what they are expected at work. The management did a good job in giving them direction.
• The employees believe that their immediate boss is doing a good job. It shows that they respect their immediate boss.
• The company imposes an effective compensation system.
The company’s weak areas are the following.
• High employee turnover
• Low employee engagement to work
• Less employee efforts
• Low employee engagement to co-workers
• No opportunities for employee growth and learning
Alternative courses of action
Alternative 1 : Job enrichment and Employee empowerment
The management could apply job enrichment as a strategy for motivation and satisfaction. Jobs are enriched by including more planning, decision making and responsibility by workers. Employee empowerment could also be a tool in improving performance. Employees must be included in decision making especially if it affects them. They must also be able to communicate with their immediate boss in whatever concerns they have. It is also important that they receive direct feedback. Employees should receive immediate evaluation of their work so that they will know whether there’s a need for them to improve or increase effort for their work.
Alternative 2: Recognition and rewards
The management could make use of pride as a motivator by giving recognitions and rewards to those who have excelled in the workplace. Recognition is such a potentially powerful motivator. This could be done by giving recognition to the most industrious employee of every month, and selecting one most industrious employee for the year. Rewards can be a simple gift certificate or a custom-made plaque of recognition.
Alternative 3: Teambuilding
Another action would be to set up teambuilding activities to increase teamwork. Team building is pursued via a variety of practices, and can range from simple bonding exercises to complex simulations and multi-day team building retreats designed to develop a team. Team building is an important factor in any environment, it aims to bring out the best in a team to ensure self development, positive communication, leadership skills and the ability to work closely together as a team to solve problem. Teambuilding could also improve the individual relationship between employees. This alternative can be the preliminary action to take.
Alternative 4: Learning environment
The last but not the least action to take is to provide a learning environment for employees. The workplace must be a place for growth and learning. Management must extent efforts to enable employee to learn. This could take place by providing feedback on their work, supervising and reviewing the work done, and identifying areas to improve on. It is also important to give seminars or trainings on leadership or time management once in a while. The management must also be an inspiration for the employees, when they feel that management are extending efforts for their sake, they will be motivated to work harder.
Conclusion and Recommendations
Based on the results of the survey, what employees need are intrinsic motivators. By this, management should concentrate on how to drive the interest of the workers to their job.
The preliminary action to take is to conduct a teambuilding to improve teamwork and relationship among employees. Employees will perform better when they feel that they belong in their workplace. Performance can then be reinforced with rewards and recognitions. Recognition is an effective tool of motivation, because it is every person’s hidden desire to be recognized. The most difficult but certainly most effective way to improve performance is to create a learning environment for employees. This action requires continuous efforts from management. However, if management is able to achieve this environment, it would certainly be worth it.
There are several ways that could motivate people in the workplace. The methods mentioned is just few of those methods that could be taken. The management should be creative to try different methods if it is deemed necessary.
University/College: University of Chicago
Type of paper: Thesis/Dissertation Chapter
Date: 4 November 2016
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