An engaged workforce is a creative workforce. As the workplace milieu has shifted over the last century, market-driven norms have been influenced by social-norm behavior. Alaina Love explains to the reader that, if someone derives personal fulfillment from their work, personal productivity increases, which correlates to overall job satisfaction. It’s important to note that an increase in pay does not always reflect someone’s sense of self-worth for a job well done. It is the enthusiasm for the task(s) at hand that is the primary motivator for most employees. Love concludes her article by exhorting supervisors and team leaders to discover what their workers’ passions and talents are, and the job will never be boring.
- Beyond a certain baseline level of pay and perks, giving your employees more money will not guarantee their engagement and loyalty
- Millennials and baby boomers have more in common than leaders might expect. Both groups are searching for more personal fulfillment from their jobs
- strike a better balance between the actions that you take to drive market-norm and social-norm thinking in your workforce by carefully applying financial and emotional rewards
“As a leader, you have the capacity and the responsibility for shaping a work culture of engagement. Purpose and passion are the two best tools in your leadership arsenal for crafting that culture”