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ENGAGEMENT

AND

REWARD

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The meaning of employee engagement

Employee engagement takes place when people are committed to their

work and their employer and are motivated to achieve high levels of

performance.

Meaning: The individuals involvement and satisfaction with as well as

enthusiasm for work.

Engagement is a positive attitude held by the employee toward the

organization and its values.

Engagement

Motivation

Commitment

Org.Citizenship

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Why engagement is important

Employee engagement is important to employers because a

considerable amount of research indicates that behaviours

such as maximizing discretionary effort, taking initiative,wanting to develop, or aligning actions with organizational

needs deliver a range of organizational benefits.

The factors that influence engagement

Engagement will be affected by work and job design, the

quality of life provided by the working environment and the

quality of leadership.

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The role of reward in enhancing engagement

A total rewards approach is required to increase engagement.

Financial rewards are insufficient and the major levers are

provided by non-financial reward, especially those providedby intrinsic motivation, the work environment and line

managers.

Intrinsic Motivation :

Individual must feel that they have a high degree of self

control over setting their own goals and over defining the

paths to these goals.Individual must receive meaningful feedback about their

performance, the job must be perceived by individuals as requiring them

to use abilities they value in order to perform the job effectively.

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The work environment:

Increasing engagement through the work environment will be generally

concerned with developing a culture that encourages positive attitudes towork, promoting interest and excitement in the jobs people do and

reducing stress.

Line Managers :Leader need to help to understand what they areexpected to do and to develop the skills they need.

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Six steps to enhancing engagement through reward

1. Analyse the existing performance culture of the organization

and develop an engagement.

2. Define the drivers of engagement (and disengagement) for

different categories of employees.

3. Assess and define the reward elements that affect engagement,

and develop reward programmes that will enhance these

different aspects of engagement.

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4. Introduce a total rewards approach that brings

together all the reward elements (pay and non pay)

that engage staff.

5. Segment total reward to take account of key

employee differences.

6. Implement the total rewards approach and measure

and evaluate its impact and success.