Creating a highly motivating workplace
Whether you work in employee engagement or internal communications it is likely that you are trying to create an engaging and motivating workplace where your employees want to work. However, current research has shown that about one in four employees are currently considering leaving their work and this has a massive impact on the type of culture and performance that we get within the organisation. We’re facing a huge war for talent at the moment and organisations are struggling to fill roles with suitably qualified people. So creating a highly motivating workplace is even more important than it has been maybe in previous years where there’s been more supply than there has been demand for employees. So in today’s interview, we’re going to look at how we can create a highly motivating and engaging workplace and our interviewee is going to talk us through ten different factors that contribute towards that.
These factors include things like clarity and the ability to have an understanding of what is expected of you within your role. Great communication is another factor, which obviously feeds into our roles for those of us who are involved in internal communications, having a clear purpose and having knowledge of the impact that we’re having on our work, our clients and our colleagues. Other factors are opportunities for growth, training and development opportunities, reward and recognition, work life balance, autonomy and empowerment, leadership and relationships. These factors all feed into creating a motivating and engaging place to work. So that’s what we’re going to look at in today’s interview.
We’re also going to look at the idea of organisational tenants. These are people who are with our organisation, they kind of live there, they kind of work there, but they’re not fully contributing to their full potential. This is something that I certainly recognise from my corporate career. We’re sure many of you will recognise those people, without being disrespectful to them, who seem to get away with not always contributing as much as everyone else does within the organisation. We’re going to look at ways that we can recognise these characteristics and also try to engage some of those people as well. We’re also going to be looking at the full employee experience journey, as we have lots of different touch points as employers with our employees. How can we influence their experience and their lived experience of working within our organisations as internal communicators and employee engagers as well?
So that’s what today’s interview is about. We’re sure you’ll find it stimulating and interesting and hopefully it will resonate with you in terms of some of the things that you need to be focusing on in your work, also directing or helping your colleagues to realise the key important factors within your own organisation when it comes to creating a highly motivating workplace.
Lori-Ann Duguay is a Culture Catalyst, DiSC® Trainer and Human Resources Strategist who helps organisations to ignite cultural transformation and empower their people. Lori-Ann believes that employees are looking to work for organisations that offer a high-quality end to end employee experience. This is important as creating a highly engaging employee journey assures a decrease in costly turnover, an increase in your retention of top talent and optimises your overall employee engagement.
Link to relevant episode of the podcast: https://thebigpicturepeople.co.uk/blog/podcast/bringing-meaning-to-work-s2-e5/
Lori-Ann’s LinkedIn Profile: https://www.linkedin.com/in/loriannduguay/
The Employee Engagement Drivers Infographic discussed in the interview.