Employee Engagement Drives Productivity and Innovation

Without employee engagement, our organizational productivity will surely suffer. How do we get past the day-to-day challenges and meet our team members’ essential and motivational needs – let’s dive into some informative research for practical clues.

Let me introduce you to renowned psychologist Frederick Herzberg.

A constant theme runs through the happy and motivated employees we meet in our training workshops. Alternatively, participants share a common theme when dissatisfied in the workplace, which diminishes creativity and longevity.

Introducing Frederick Herzberg

I was introduced to Frederick Herzberg (a renowned psychologist) during my MA Program at Royal Roads University. Herzberg significantly contributed to our understanding of what motivates employees and what can lead to job satisfaction and engagement. It’s a concept that encompasses employees’ emotional commitment, dedication, and enthusiasm for their work and their organization.

His two-factor theory, often called Herzberg’s Motivators and Hygiene Factors, sheds light on how organizations can create an environment that fosters employee engagement and fulfillment.

Herzberg’s Two-Factor Theory

The theory is based on the idea that two distinct sets of factors influence job satisfaction and dissatisfaction. These factors are often called motivators and hygiene factors or satisfiers and dissatisfiers.

Hygiene Factors (Dissatisfiers)

Hygiene factors are elements that, if lacking or inadequate, can lead to job dissatisfaction.

However, their presence alone doesn’t necessarily lead to job satisfaction and employee engagement.

These factors include:

  1. Compensation: Fair and competitive compensation is a fundamental hygiene factor. If employees feel that they are not fairly compensated for their work, it can lead to dissatisfaction.
  2. Job Security: A stable and secure job environment is essential. The fear of job loss or frequent layoffs can create stress and dissatisfaction among employees.
  3. Working Conditions: A comfortable, safe, and well-equipped workspace is vital. Poor working conditions, such as uncomfortable office setups, inadequate lighting, or outdated technology, can lead to unhappiness.
  4. Company Policies: Fair and transparent company policies and procedures are essential. Unfair or inconsistent policies can lead to dissatisfaction among employees.
  5. Interpersonal Relationships: A harmonious workplace where employees get along well is crucial. Conflicts, harassment, and a hostile work environment cause job dissatisfaction.

Motivators (Satisfiers)

Unlike hygiene factors, motivators directly contribute to job satisfaction and employee engagement. 

Herzberg identified the following motivators:

  1. Achievement: Employees derive satisfaction from accomplishing tasks, achieving goals, and experiencing success in their work.
  2. Recognition: Feeling appreciated and recognized for contributions is a powerful motivator. It can be as simple as a thank you or as elaborate as awards and public recognition.
  3. Work itself: Intrinsic satisfaction comes from the nature of the work. Employees are more engaged when they find their tasks interesting, challenging, and fulfilling.
  4. Responsibility: Empowering employees with greater responsibility can be a strong motivator. It provides a sense of ownership and control over their work.
  5. Advancement and Growth: Opportunities for career advancement, skill development, and personal growth motivate employees. They want to know they can progress within the organization. 

How to apply Herzberg’s Theory for Employee Engagement in your workplace

  • Address Hygiene Factors: Organizations should ensure hygiene factors are in place to prevent job dissatisfaction. This includes competitive compensation, a safe and comfortable work environment, transparent policies, and a respectful workplace culture.
  • Focus on Motivators: To boost employee engagement, organizations should emphasize motivators. Recognize and appreciate employees’ contributions, provide challenging and meaningful work, offer opportunities for growth and development, and delegate more responsibility.
  • Individualization: Recognize that not all employees are motivated by the same factors. Tailor your approach to each employee, understanding their unique needs and preferences to maximize engagement.
  • Feedback and Communication: Regular feedback and open communication channels help understand and address employee concerns and needs. Create a feedback-rich culture to foster engagement.
In conclusion, knowing that descriptive and definite factors contribute to employee engagement, what action steps could you take in the next 60 days to begin incorporating more motivators for your employees?  

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