hr.economictimes.indiatimes.com | www.ETHRWorld.com
Employees are key resources for any business and historically, understanding their engagement levels served as a lead measure of business success. The most preferred instrument for such an evaluation was engagement surveys. In recent years, the spotlight pivoted to employee experience surveys, mirroring principles from customer experience, with the objective being to ensure employees are being given a seamless experience across moments of truth in their journey with the organisation.
However, as career goals and work dynamics of the current generation evolve and the nature of work itself undergoes significant shifts, so has the thinking around employee motivation, leading to a re-evaluation of “engagement” or “experience” capturing the contribution of the workforce to business success. To better understand drivers of motivation in today’s knowledge economy, modern research such as Daniel Pink’s work in his book “Drive” provides a useful framework, by identifying three primary elements of motivation: Autonomy, Mastery and Purpose.
Pink argues that just as children naturally play, explore, and learn, adults also have an innate drive for autonomy. By giving employees greater control over their work, organisations can boost job performance. He also emphasises how continuous improvement of one’s capabilities fuels inner…
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