Every Company Should Want Their Employees Engaged!

Unfortunately, it eludes most companies
Even those investing heavily in it.

Why?

Because companies mistake measuring engagement with knowing what drives it and what to do about it.

Change initiatives usually become guesswork. And, worst of all, employees themselves are left out of the solution.

Here’s the thing. Engagement is a psychological outcome. You will best impact it with a proven psychological framework: One that helps you understand and measure the core experiential drivers of a great culture that apply to everyone, from leaders to managers to employees.

If you want to engage and motivate your employees, psychology — not technology — will get you there.

You will positively transform your culture by rethinking three key ideas:

• Shift your efforts to proven psychology.
  • Organizations need a proven, psychological framework to clearly define the core experiences that empower engagement. When these experiences are supported, engagement takes care of itself.
• Measure the quality — not the quantity — of motivation.
  • Learn how building high-quality motivation is the key to engagement, performance, and fulfillment.
• Take evidence-based action.
  • Insights without effective action are useless. By measuring motivational quality and key psychological factors, your program will be able to give each leader, manager, and individual employee practical recipes for action that are customized to their specific needs.

These steps ensure that every employee is included in the process of building a great culture of engagement and performance.

Join Scott Rigby PhD (LinkedIn profile) Behavioral Scientist, Founder/CEO, motivationWorks to learn how creating the right psychological framework will empower effective change for everyone at your company.