The myth of motivation
Working on engagement means make the intangible tangible and concrete. The difference is that it will make a difference. If you love people or results; it is time to direct engagement!
Most organizations are not able to fully use their people's potential. Only 27% of the employees is working with passion. Almost 60% 'sleepwalks' daily and about 14% is even counterproductive and undermines the work of others. It is high time to tap into the unused potential of people and companies. But how?
Low engagement translates directly in mediocre results, dissatisfied customers and unhappy employees. Why do people put energy and talents into something? Or why do they decide not to? Which considerations, drives and emotions is at the root of this? How can you make sure that you realize more and more of your inner qualities in your daily work?
People today don't let themselves be led as if still in the industrial age. Bureaucracy and hierarchy mainly created a culture of distrust, non-commitment and fear. Fear to make mistakes; fear to speak your opinion out loud; or simple fear to lose your job. Employees often know instinctively what is needed to excel, but experience a feeling of powerlessness. They think that they are not able to change the system. That is a big error in reasoning; surely they are part of the system too.
Engagement: the new name of the game!
What is it really? How does it work? How to recognize it? Can it be influenced?
The higher the % of fully engaged people, the better a company functions. Nowadays it is more important than ever. Employees willing to go the extra mile directly impact the results. They immediately contribute to client satisfaction and attract other 'top' people. Key findings engagement.
There is a difference between engagement, ambition and satisfaction. Satisfaction says something about how much people like it at their work and/or with their employer. Ambition says something about their intention - how much they are willing to improve results. Engagement says something about the action people take; how much they actually improve the results? Read more.
Mapping the levels of engagement in your organization, starts with: Metrics. But, measuring is not yet working on engagement. Surf to our approach for more info about how you can get cracking with creating a climate for real motivation in your company!