Having the feeling that you have accomplished something and are rewarded for this. This accomplishment should always be preceded by a challenge. It is something that you have worked hard for.
Giving a meaning to your work and the work that your company does. There is a higher goal to be a part of.
Give employees an autonomy and responsibility to make decisions on their own, of course to a certain degree. It allows for a faster decision making process within the organisation and gives employees the feeling that they have influence in their own work.
4. Social influence
Stop thinking about Instagram, this is about the social influence in the organisation. Mentoring of colleagues, giving and receiving feedback, but also some healthy rivalry to become as good as your colleague, who is awesome at that specific thing.
Feeling ownership within a company, department or even a platform gives employees more engagement. If an employee feels like they owns a piece of the organisation he will go through great lengths to contribute to make it even better.
What will happen next? Stay tuned! This together with curiosity are big drivers for keeping an employee engaged. This doesn’t mean that you should keep crucial information from them, you can reward people on unexpected moments with unexpected things.
This is a trigger that is based on avoiding something negative. You do something to make sure that something negative doesn’t happen.
I want this! Why? Because I can’t have it (yet)! Scarcity or difficulty to get something makes that you want it more. Also if only a few people can have it, you want to be the one that has it.
The same triggers don’t work for everyone though. Some people can be activated and motivated due to an active work environment, where physical exercise is encouraged and social gatherings are in abundance. Others appreciate a slow-moving, quiet environment with enough opportunities for solitude and focus. Listening to employees is key to finding out what works for whom, but acting on it in dialogue with them will really make the difference.
With this information you are able to define what drives them and which triggers have the most (positive) effect on your employees. It’s important to note that the above mentioned triggers are meant to positively influence someone, it is not meant to manipulate someone into doing something that they do not want to do, or are not equipped to do.
At Merkle we did this for a client by creating an employee engagement ecosystem where the employee was able to join campaigns and missions that rewarded them the way that they wanted to be rewarded. It gave the company a mountain of information and opened up the possibility to evolve the employee and nurture the altruistic side as well as the egoistical side. This resulted in happier and more engaged employees.
Want to see how we can do this for your company? We will trade you, for one parking spot and one hour of your time we will analyse your company and define the best next steps to take your employee engagement to the next level. We will do this in just one morning.
Or if you are in a hurry and want to talk? Call Jesse!
+31 20 7542266
Or, if you are dying to talk to Jesse immediately, call him on his mobile: +31624449917.