The difference between motivation and engagement
- Motivation is the Why, engagement is the how
- Motivation is personal, engagement is goodwill
- Engagement is the means, motivation is the end
- Engagement gets the work done
Is is critical that we listen to employees, get feedback and take action. Positive engagement and motivation leads to an empowered, supportive and enthusiastic workforce.
Difference between motivation and personality
- Motivation is a small manifestation of your personality
- But knowing someone's personality enables you to know how to motivate them
- Leaders are the custodians of organisational energy
- It's never great to put people in boxes or give them labels
There is a difference between imposed negativity and adversity. Difficulties can become a driving force and give energy for the task in hand
Motivational challenges resulting from CoVid-19
- Harder to monitor engagement when they are homeworking
- Need to consider how to reintegrate people - some with mental health challenges
- Values and people need to be prioritised as people return to work and the office
- Management don't always know what it is that staff really care about
- Some returnees may have survivors guilt
It may be that we made some really bad decisions at the start of the crisis. There is a differentiation between those staff that worked through and those that have been furloughed.
Motivational challenges that exist currently
- Misjudged motivations of those from overseas
- Lots more people are struggling with stress
- Need strong leadership, clarity and make dramatic decisions
- Companies who have been able to pivot and show agility are thriving
- Some returnees may have survivors guilt
Obstacles create opportunities, but need to move from fragile to agile. Maybe VUCA stands for Vibrant, Unreal, Crazy and Astonishing
What do we see as a result of motivation
- Team spirit & trust
- High discretionary effort
- Empowered to get things get done
- Persistence
- Shared and purposeful endeavour
- Atmosphere of apathy
- High staff turnover and absenteeism
- Low performance levels
- Tone deaf management, no communication
- Poor customer service
Low motivation leads to 16 times lower productivity, dispersed decisions making and poor customer service.
Questions we should be asking ourselves
- How should you measure the work that is done?
- What do we do to address motivation issues instead of removing demotivated staff?
- What does a customer centric leader look like?
- How do recruit strategically to create a motivated workforce?
