Essential Tips on how to Motivate Employees and create Employee Engagement. Herzberg Motivation Theory clarifies issues affecting Work Motivation - and helps Employee Satisfaction Survey design - highlighting factors influencing high performance at work. Find out more on how to motivate staff ... FREE Executive Guide to Motivating Employees & Employee Engagement: http://www.employee-engagement-profiling.com

1. David Sharpley Chartered Psychologist
http://www.Employee-Engagement-Profiling.com

2. Herzberg suggested that ‘hygiene factors’ (e.g. work conditions) cause
dissatisfaction if they do not meet expectations.
However, these external issues do not create Motivation. This is linked to
intrinsic factors that encourage discretionary effort.
People are Motivated when (i) the outcome has meaning and (ii) they have
the ability to achieve the performance standards required by the activity.

3. Motivation at Work
In employee surveys, Job Satisfaction is often
assumed to equal Motivation, but this is not the case.
Motivation (Discretionary Effort) requires more than
Job Satisfaction. It is linked to Meaningful Work and
Autonomy (i.e. Self-Directed Activity).
Hygiene Factors contribute to Employee Disaffection… this can arise because of
unfulfilled expectations, concerns about fairness of rewards, poor working
conditions, or pressure of work.

4. Four Levels of Connection
Herzberg’s Model can be
related to four levels of
employee connection with
the organization.
These range from
Disaffection, through
Satisfaction to Motivation
and Engagement

5. Defining Employee Engagement
Engagement Identification & Emotional Commitment (Focus is ‘We’)
Motivation Meaningful Activity & Autonomy (Focus is ‘Work’)
Satisfaction Enjoying Work & Relationships (Focus is ‘Me’)
Disaffection Sense of Disconnect & Dissatisfaction (Focus is ‘Elsewhere’)
‘Hygiene Factors’ e.g. Pay or Work Conditions may cause Disaffection.
Meaningful Work and Professional Autonomy contribute to Motivation. Support
for Personal Development & Alignment of Values encourages Engagement.

6. Creating Excellence at Work
Do you currently have adequate data relating to the
four levels of connection?
Can you identify work groups or roles where
Motivation could be an issue?
Have you assessed the potential benefits of Profiling
Motivation & Engagement?
Engagement Profiling can be run with groups of 30+ Employees

7. Reviewing Motivation
Pario Engagement Reports analyze
factors that impact on Employee
Engagement and Levels of Connection
In the report, each Statement is evaluated, highlighting the percentage of responses in
each ‘band’ from Strongly Agree to Strongly Disagree

8. Strengths and Weaknesses
Traffic Light Analysis highlights Strengths and Weaknesses

9. Take the Next Step
Contact Pario Innovations
Email support@pario-innovations.com
Go to http://www.employee-engagement-profiling.com
for the latest updates and details of special introductory offers.
All examples shown in this presentation are from Pario Reports