Motivation and Engagement

EUCUSA can boost your employees’ motivation.
EUCUSA can enhance your employees' engagement, making them
- talk positively about your organization.
- stay with you through good and bad times.
- go beyond the call of duty.

The question of how best to motivate people is one of the central topics of management science. Employee motivation is frequently cited as the key factor for successful companies and equally blamed as the root cause for failure. In times of macroeconomic turbulences the question of motivation becomes more pressing than ever. EUCUSA offers a very hands-on way to practically ensure improvements in employee engagement – and thus in motivation and productivity.

A Better Motivation Model: Engagement 

“Motivated people stay for what they give, unmotivated people stay for what they get.”

It is well known that satisfaction alone does not suffice to result in a motivated and productive workforce. Indeed, a satisfied associate who does not contribute adequately to the company is just as undesirable as a good performer who is actually unhappy maybe close to a burnout. 

Engagement, sometimes also referred to as employee “dedication”, is a concept with many interpretations.  For some business leaders it simply refers to some measure of employee satisfaction (which in itself is a potentially equivocal term), but this usually amounts to a rather short-term view of the effect of recent perks and bonuses. For others, Engagement refers to the employees’ emotional commitment to the company, which is a vaguely defined notion difficult to measure with acceptable precision. 

Ultimately, Engagement must be manifested in two major areas: the company (the employee contributes to the company’s success) and the individual (the employee is satisfied with his role), which can also be defined as  “job contribution” and “job satisfaction”. The challenge is how to measure these in a meaningful way.

We have successfully applied the say-stay-strive model of employee Engagement following K. Pritchard. It measures to what degree associates refer to their employer positively (acclamation), if they intend to remain dedicated to the company rather than seeking job opportunities elsewhere (loyalty), and what their intentions are in regard to their individual contribution for the company (commitment).

Why should you care about Engagement? According to recent studies as well as our long-term experience there is substantial evidence that the link between Engagement and sustainable financial health and performance is more than just a correlation. 

The motivating force of action 
Associates who not only have the feeling of being listened to, but also realize that their opinion is acted upon, will be more engaged. This is why associate surveys should yield reports that deliver actionable information at all levels of the organization.

One certain Engagement killer is a promise not kept. If surveys identify areas of improvement and these issues are not acted upon, the effect is often quite the opposite of what the good intentions were. A survey signals the willingness of the organization to listen to its employees, so it raises expectations about concrete reactions once an opinion has been given. Inaction will be seen as evidence that management has not been listening. Follow-up surveys will have an even worse effect, and the data collected will be increasingly useless.

EUCUSA surveys will give you the best environment to effect change right away. The EUCUSA survey reports are designed to make the most pressing issues visible and motivate for action.