Here are more ideas on Employee engagement and Retention; by Tom Devane, now VP of Consulting, part of the Enerage.com; these peaked my interest, so these tips are to share with you.
Let’s take a look at the other two:
3. Meaningfulness: “My job makes me feel like I am part of something meaningful.”
Ensure your organization’s mission reflects meaning that can resonate with many. Encourage teams to talk about how their work makes a difference. Because when your employees find meaningfulness, they’ll be motivated by a whole lot more than a paycheck or perks.
Big Idea from Alysia: Some terms to consider:
Reskilling: Teaching individuals’ skills that will update their current job tasks in their current work processes
Upskilling: Teaching an individual a whole new set of skills / tasks to keep up with technology and to be the most productive in their organizations.
4. Potential: “This company enables me to work at my full potential.”
People want to stretch themselves, so potential is a huge motivator for most. Find opportunities to be flexible and give employees the freedom to spread their wings with challenging work. When your people are able to realize their full potential, so will your organization.
Engagement is the outcome of a healthy workplace culture
Once you get above the basic human cash needs, intrinsic motivation is what gets the juices flowing to sustain engaged employees who want to stick around, perform at their best, and recommend your organization to others.