Part II – Engagement and Motivation
Part II – Engagement and Motivation
Let’s get to the point. Whose responsibility is it for engagement?
The answer: both the employer’s and the employee’s. Which is priority? The employee’s. An analogy that this reminds me of is when I am delivering a workshop. Often, I say, “It’s not my job to teach you. It is my job to give you environment where you want to learn.” The organization’s job, is to give you an environment where you can safely engage and expand (aka the culture). Your job, as the employee, is everything else (the learning).
Let me provide you with six (6) drivers of engagement from the book, The Six Drivers of Employee Engagement, by Timothy R. Clark.
- Connecting: Exchanging emotional, social and intellectual values.
- Shaping: Customizing, personalizing and tailoring our professional experiences.
- Learning: Willing to learn dynamically, unlearn what you knew before that’s changed and continuously learn. This requires humility, self-discipline and collaboration.
- Stretching: Virginia Rometly, CEO, IBM said, “Growth and comfort do not coexist”. To stretch you must leave your comfort zone,
endure the discomfort, learn from the experiences and repeat the process (get comfortable stretching yourself.)
- Achieving: If you are a healthy achiever, when the achievement has been met, your energy will be replenished, your confidence boosted, capacity increased and fulfillment deepened.
- Contributing: Ask yourself, what do you value most about the experiences you have at your present job today? This can start you thinking along the path on how to contribute.
Up next in the series, we will discuss “The Employee Engagement Mindset” and steps towards determining if you are fully engaged in your current position. *