Managing Employee Engagement through Motivation Metrics

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Motivation metrics will help managers design an effective employee improvement plan for all members of the organization. This way, employee performance will be vastly improved. Check additional information about motivation metrics.

The Corporate Leadership Council (CLC) conducted a survey among 50,000 employees in 27 countries in 10 different industries to determine the effect of employee engagement on performance. It revealed that highly committed employees perform better than less committed employees with a 20 percentile point edge. This is a manifestation of the need for companies to determine what it is that will motivate their employees to perform their jobs better. This is where the concept of motivation metrics comes in very handy.

The study previously mentioned also revealed that unless employees become highly engaged, they will not exert the level of effort that is required from them in order to contribute to organizational success. Employee engagement is revealed to be proportional to the level of employee commitment. Commitment is generally categorized into two, rational and emotional. Rational commitment is defined as the factual, objective, and intellectual reasoning that influence employees to remain in their jobs. These may include salary, work hours, sick leave privileges, or health benefits. Emotional commitment, on the other hand, refers to the feelings that employees have toward their job, like their perceived value in the organization or the kind of relationship that they have with their supervisors. Emotional commitment is the driving force behind "discretionary effort" or the extent to which an employee is willing to work, even beyond the level required from them. This brought forth the urgency for managers to identify how they should motivate their employees in order to increase their commitment towards their jobs.

In many business organizations, motivation, or the lack thereof, is regarded as an important issue. In fact, it is widely acknowledged by managers that there is an utmost need for them to always be on the lookout for techniques that will positively influence motivation. Moreover, they also need to understand and explain why some techniques work and why others fail. Fortunately for managers, various workshops on employee engagement and motivation are now offered. Aside from motivators, these workshops look at factors that work as demotivators or neutral influences to employee performance. These workshops are specially designed for company managers who are tasked to ensure the effective and efficient activities of employees, and even non-managers, who want to have a better understanding of self-motivational forces and techniques.

In addition, some companies opt to use certain metrics as basis in identifying factors that drive up employee engagement and performance. The use of these metrics is preferred by some as they are measurable, easy to track, and easy to communicate to the other members of the organization. These metrics can be actual measures of result expectations and behavioral expectations in response to work-related motivational forces. By analyzing these metrics, managers should be able to design an effective employee improvement plan.

With a better understanding of the motivational forces that affect one's employees, such aspects as productivity, creativity, corporate alignment, and recruitment would be more effectively addressed. Moreover, the same would help managers drive motivation metrics into positive levels so as to raise the level of employee engagement within the organization.

If you are interested in motivation metrics, check this link to find out more about motivation scorecard. Also, you can check other articles in BSC for HR category.

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