It is no longer radical to say that employee engagement leads to better performance. Numerous pieces of research have established a link between the two, and organisations and management experts around the world dedicate significant resources to increasing employee engagement levels.
Here, we believe strongly that employee engagement is simply not enough. Leaders must create a work environment where employees are not just engaged, but are actually passionate about the organisation and the job they do.
Many firms continue to use money as a motivator, but research tells us that its impact is limited at best. For the vast majority of organisations, motivation is a process, not an event. It begins with leaders developing an awareness of the intrinsic needs that actually drive employees’ behaviour and motivation. Once leaders understand these needs, they can begin the process of addressing them.
How do you get employees to think for themselves, take responsibility, and raise performance?
In the endless drive for greater productivity, every manager wants employees to become more proactive. More proactivity equals better productivity. And better productivity usually means improved financial performance, happier shareholders, and less sleepless nights for leaders.
To create a team of proactive employees, leaders need to demonstrate flexibility and foster a trust-based work environment. Our research has found that the two are strongly connected.