Motivation in its simplest form means “drive”, and it is this drive that propels us to think, feel, and respond in a certain way to ourselves, to the people around us, and to our surroundings.
Here are three effective strategies built around employee engagement, to bring people into your company, of course, but above all to keep them there and ensure your organisation continues to thrive.
Throughout a remote workday, with the lack of outside motivation and many important tasks and decisions to make, you depend heavily on self-motivation which can seem difficult to attain at times.
Let’s look at motivation from another angle by focusing on the uniqueness of each employee. If you can reach your staff force on a personal level, your results will be even more substantial and long-lasting.
Physical exercise is essential for your physical and mental well-being. However, our often-sedentary lifestyles can make it difficult to keep active and can be a source of stress, fatigue, or even hormonal imbalances.
According to the most recent Gallup’s State of the Global Workplace, 85% percent of employees are not engaged in the workplace. This means that the majority of the workforce around the world does not have a positive outlook towards their job and organisation and they are not performing at the optimum level of their skills and experience. Adding to that, research after research has shown that motivated employees outperform their unengaged peers that are not engaged.
To keep your teams motivated, it is essential to communicate well at all levels in order to meet the expectations of the greatest number.
Employee commitment drives the performance of your company and is a powerful source of well-being and motivation.
The sources of unease about returning to work are numerous and may eventually become a demotivating factor for employees. It’s therefore vital to adopt a genuine approach aimed at improving well-being at work.
Today, what motivates us to go to work is a subtle combination of internal factors, such as the meaning we give to what we do, as well as external factors, such as the working environment.