hr details about how to offer people different rewards when they will be doing nice work

1. ENGAGEMENT & REWARD

2. EMPLOYEE ENGAGEMENT
GALLUP DEFINED EMPLOYEE ENGAGEMENT AS
“THE INDIVIDUAL’S INVOLVEMENT AND SATISFACTION AS WELL AS ENTHUSIASM
FOR WORK”
MASLACH ET AL REFERRED TO ENGAGEMENT AS
“ A POSITIVE FULFILLING, WORK RELATED STATE OF MIND THAT IS
CHARACTERIZED BY VIGOR, DEDICATION AND ABSORPTION
IES MODEL OF EMPLOYEE ENGAGEMENT:

3. WHY ENGAGEMENT IS IMPORTANT ?
• HIGHER PRODUCTIVITY/ PERFORMANCE- ENGAGED EMPLOYEES PERFORM 20
PERCENT BETTER THAN AVERAGE
• LOWER STAFF TURNOVER- ENGAGED EMPLOYEES ARE 87 PERCENT LESS
LIKELY TO LEAVE
• BETTER ATTENDANCE- ENGAGED EMPLOYEES HAVE LOWER SICK LEAVE
LEVELS
• IMPROVED SAFETY

4. FACTORS INFLUENCING ENGAGEMENT
Antecedents of Engagement Types of Employee
Engagement
Consequences
• Enriched and challenging jobs
• Quality of employee –
organization relationship
• Quality of employee – supervisor
relationship
• Rewards and recognition
• Fairness in the process
• What is considered just or right
in the allocation of goods in
society
• Job engagement
• Organizational engagement
• Job satisfaction
• Organizational commitment
• Level of intention to quit
• Organizational citizenship
behavior

5. ENHANCING ENGAGEMENT
• INTRINSIC MOTIVATION
FEEDBACK
USE OF ABILITIES
SELF CONTROL
• THE WORK ENVIRONMENT
• LINE MANAGERS

6. DEVELOPING ENGAGEMENT POLICIES
THROUGH REWARD
Culture/People Management
• Support supervisor
• Regular open feedback
• Teamwork
• Involvement in decision
making
• Career development
• Work-life balance
Rewards
• Performance pay
• Variable pay
• Team rewards
• Recognition
• Rewarding service/quality
• Single status
Staff attitude and
commitment
• Satisfaction with pay and
recognition
• Treated fairly
• Feeling involved and
developed
• Commitment
Performance