• http://www.amazon.com/Employee-Engagement-2-0-Performance-Real-World/dp/1469996138/ Kevin Kruse

    Timothy, nice reminder that driving engagement doesn’t require a lot of time or budget. I agree that “growth” is one of the major drivers of engagement and front-line managers can activate this with stay interviews that focus on the employee’s career goals and how to achieve them. Best,

    Kevin Kruse
    Author, Employee Engagement 2.0

  • http://www.coachingredefined.com/ Sharon Daniels

    Great article.  You
    mentioned extrinsic motivators, but what about intrinsic motivators? 
    Based on research in the area of intrinsic research, AchieveGlobal believes leaders should
    focus on three internal needs to boost productivity:  competence,
    relatedness and autonomy.  Ultimately, good leaders understand that
    motivation lies internally with employees – not in rewards or punishments – and
    creates an environment that supports those three needs.

    • http://www.surveyinitiative.co.uk Gary Cattermole

      As Daniel Pink in ‘Drive’ clearly illustrates.  The Carrot & Stick approach doesn’t (usually) work!

      What I really liked about the above was ‘What are the roadblocks getting in the way of their progress?’.

      These roadblocks can be quite simple things (such as policies and procedures) or wider behavioral situations.  Either way, for us in our experience, removing these roadblocks actually touches on a lot of the other areas.

      In terms of employee engagement – don’t make it difficult for your people to get their job done!!!

      Gary Cattermole
      Partner – The Survey Initiative

  • http://twitter.com/HalellyAzulay Halelly Azulay

    Great reminders and tips. I agree with Sharon and Gary that the INTRINSIC motivators will trump the extrinsic motivators for most knowledge workers, as mentioned in Dan Pink’s and others’ work. That’s why you are so spot-on about the value of the sense of accomplishment and achievement. It is interesting to note that in his recent presentation at ASTD ICE 2012, Jim Loehr drew a distinction around ‘achievement’ of extrinsic vs. intrinsic values that shows that the former kind fails to engage in a meaningful and sustainable way while the latter creates a renewable source of motivation to succeed and fulfilment from the journey.