Motivating & Engaging Employees

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Learn about the impact of engagement on your organisation and how to create an engaging work environment. Recognise the impact of generational differences and leadership on motivation.

Text of Motivating & Engaging Employees

  • 1. Motivating & Engaging Employees Presented by Marion Stone 1
  • 2. Agenda1. What is motivation?2. The impact of motivation on your business3. What motivates people?4. Creating a motivational environment 2
  • 3. Section 1WHAT IS MOTIVATION? 3
  • 4. Engagement vs. MotivationEngagement is the willingness and ability to contribute to company success, the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy.Towers Perrin, 2007 4
  • 5. Engaged DisengagedBrims with enthusiasm, Often absent (even whencontributes ideas, is they are at work). They areoptimistic about the disconnected and oftencompany and its future, is pessimistic about changeseldom absent from work, and new ideas. They havetypically stays with the high rates of absenteeismorganisation longer and is and tend to negativelyamong the organisations influence those aroundmost valuable ambassadors. them, including potential customers and new hires. 5
  • 7. Is lack of motivation a problem? Poor morale Staff Turnover Cost (recruitment, training) Loss of skills Loss of productivity Impact on customer relationships Impact on brand
  • 8. Cost of Turnover Cost of replacing an employee and getting them contributing at 100% = 1 to 3 times their annual salaryAverage Employee on R120 000 annual salaryCost of Turnover = R120 000 x 1.5= R180 000Multiply this by the number of employees you lost! 8
  • 9. The Economics of Engagement Deloitte 2011 9
  • 10. The Economics of Engagement 10
  • 11. The Economics of Engagement Gallup 2005 11
  • 12. Section 3WHAT MOTIVATES PEOPLE? 12
  • 13. Research 1940s - Maslow 13
  • 14. Research 1960s Hertzberg 14
  • 15. Herzberg Explained MOTIVATION Satisfaction No Satisfaction (Dissatisfaction) HYGIENE FACTORSNo Dissatisfaction Dissatisfaction 15
  • 16. Research 2000s Daniel Pink Autonomy Desire to be self-directed Mastery Challenge Purpose Make a contribution 16
  • 17. Research 2000s Daniel Pink 17
  • 18. Research 2000s Engagement Drivers Career Where am I going? Congruence Do my values align? (Employer of Choice) Community Is it socially rewarding? Compensation Am I fairly rewarded and recognised? Coping How am I supported? Content Do I enjoy what I do (meaningful work)? The Talent Powered Organisation, Peter Cheese 18
  • 19. Motivators - Deloitte 19
  • 20. GenerationsGROUP BORN CURRENT CHARACTERISTICS STATUSBaby Boomers 1945 late 60s High knowledge Idealism, optimism, rebellion,(post war) (40ish 63 years and experience personal gratification, excellence, old) and heading for performance, Hippies to Yuppies retirementGeneration X Late 60s to late 70s Solid experience Global awareness, diversity, (30 40 years old) and occupying emergence of women into the middle to senior work place, used to change, management techno literate, informal, individualist, corporate scepticism, entrepreneurialGeneration Y 1980s + Studying, entering High self esteem, street smart, (under 30 years old) the job market and networkers, media overloaded, developing values driven, techno savvy, experience global citizens, cooperative learningPost Apartheid 1994 + At school Growing up in post apartheid SAGeneration (under 16 years old) in a period of growth, change and greater opportunity 20
  • 21. Generational Motivators 21
  • 22. Understand whatmotivates your staff Attitudes to work have shifted significantly in the last 50 years. Understanding these shifts is vital in understanding how to motivate and retain employees Employee Organisation Needs Needs
  • 24. Overall Approach Understand the needs of employees Develop a strategy to address your findings Review your existing human resource tools for engagement capability e.g. Recruitment, job descriptions, performance management Make line managers responsible for engagement (and make sure managers are engaged!)
  • 25. Research 2000s Daniel Pink Autonomy Desire to be self-directed Mastery Challenge Purpose Make a contribution 25