Whether you have a small business or are part of a conglomerate in corporate America, there is a need for employees to be engaged. After all when employees are engaged they are most productive and that benefits the bottom line. Creating the environment for engagement is often ignored. Business executives often believe the elements of employee engagement are cost prohibitive. The reality is that employee engagement is cost effective management.

What is employee engagement? Employee engagement is when employees at all levels understand their role in the organization and perform at high levels – often at higher than expected levels. An environment of trust has been created within the organization and is embraced and shared at all levels. This environment grows a workforce that is satisfied, motivated and effective at their specified roles.

Here’s an interesting paradox: People who are paid enough in salary don’t think about money as a motivator.

These lead to three factors of better performance and personal satisfaction:

Autonomy is the desire to be self-directed. This of course doesn’t happen in typical corporate situations because we have managers. Managers require compliance and adherence to a set of rules. When workers are given freedom to produce and work with whom they want their production levels and levels of satisfaction increase substantially.

Employees who are satisfied in the workplace know their role in their department and within the organization. They understand the mission, vision and values of the organization and perform to the standard – and beyond. The workplace culture and the employee are well-suited to one another which is part of how employees are engaged.

Mastery is the desire to be better at something. A desire to be better is the motivation to learn to play an instrument for example. Learning to play drums isn’t a money making activity yet it feeds the mastery desire. It may in fact be more challenging to do the non-income producing activities than to do their job.

Employees who desire to master tasks and meet goals are more motivated. They understand their work and efforts will be rewarded in ways aligned with the culture, mission, vision and values of the organization. They are trusted and understand the parameters of the work in a way that produces results and contributes to the organization as a whole.

Purpose of action is the last major piece of the employee engagement puzzle. A well-defined purpose (mission/vision) is essential to attracting and retaining employees. People want to know they work in a place that is innovative and has purpose. We all want to be part of something great! Treat people like people and get rid of the ideology of carrots and sticks. The result will be a better world.

Engaged employees are effective employees; they have the tools they need to do their jobs. They are not wasting time and efforts attempting to obtain the equipment and knowledge they need to complete tasks because the organization has provided what they need to meet the goals.

When the elements of Autonomy, Mastery and Purpose are present and active as part of the organization and culture employees are engaged. Is it that simple? No it is not as simple as it sounds which is why we at Viatech Global provide value science tools. We help employers to help them reach business goals and engage employees. We want your business to gain the greatest value from you biggest asset – your employees.

Source: http://youtu.be/u6XAPnuFjJc