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Another tidbit from the employee engagement study. It’s time for the third factor necessary for maximum employee engagement – “a well-thought-out reward strategy that’s appropriately customized to different segments of the workforce and effectively implemented and communicated.” There are many reward programs out there, but how many programs really meet the priority needs of early-career workers, mid-career workers, late-career workers? These are just three critical demographic groups highlighted in previous posts.
What happens is this:
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Early career workers want intense learning continuously while they work, but the reward program gives them a cash award for working well. They are not motivated to improve their skills, so they look for workplaces where they can.
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Mid career workers want to work with the latest technology and methods, but the reward system gives them a short trip to a vacation spot. Perhaps they will meet someone there who works for a company that can provide a better work situation.
We are three for three now. So far, no organizational factors needed for maximum employee engagement are common. Project managers may be doomed from the start.
Posted on: May 16, 2007 10:19 PM |
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