Employee Engagement vs Satisfaction vs Motivation

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  • 8/18/2019 Employee Engagement vs Satisfaction vs Motivation

    1/22

    25/04/2016 Employee Engagement vs Satisfaction vs Motivation | Luis Velasquez MBA, PhD. | LinkedIn

    https://www.linkedin.com/pulse/20140625224424-19395817-employee-engagement-vs-satisfacti on-vs- motivation?trkInfo=VSRPsearchId%3A5211648614… 1/22

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    Employee Engagement vs Satisfaction vs

    Motivation

       

    Employee engagement is hot at the moment.

     All companies are realizing that an employee

     who is engaged is a productive employee. But

     what is the meaning of employee

    engagement? How does it differ from

    employee motivation, or even employee

    satisfaction? In order to understand the

    differences, we must first understand each

    scenario:

    Employee motivation is about getting something in return for their efforts.

    Employees are motivated by the prospect of getting a bonus, perk, benefit or

    recognition. They may even be motivated to take on more responsibilities and get

    promoted. They are motivated by personal gain and may not always do what is

     best for the company. Motivated – yes. Engaged – no.

    Employee satisfaction deals with happiness. Are employees happy at work? Are

    they getting what they want, such as desired salary, perks, etc.? Consider the

    employee who comes to work each morning and leaves immediately at quitting

    time, the one that asks the question, “What’s in it for me?” Satisfied – yes.

    Engaged – no.

    Employee engagement is a whole different attitude. It measures two basic things:

     Affiliation – are employees connecting with the company,and Effort : are

    employees working harder than expected? An employee who is engaged is proud

    of the organization he or she works for and will go above and beyond what is

    simply required of them in order to see their organization succeed.

    Both the motivated employee and the satisfied employee can be excellent

    performers. In fact, these employees aren’t doing anything wrong. They are

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    25/04/2016 Employee Engagement vs Satisfaction vs Motivation | Luis Velasquez MBA, PhD. | LinkedIn

    https://www.linkedin.com/pulse/20140625224424-19395817-employee-engagement-vs-satisfacti on-vs- motivation?trkInfo=VSRPsearchId%3A5211648614… 2/22

    performing at the level that is expected of them by the company. But they aren’t

    engaged . An engaged employee is going to work toward moving the business to

    the next level; an engaged employee will ask, “What is in it for us?” 

    So, the million-dollar question must be asked: How do we engage our employees?

    How do we inspire our employees to work harder and become more proud of the

    company they work for?

    The first thing we need to do is measure the existing engagement level of the

    organization, and, more importantly, analyze the data to find the potential impact

    of each engagement driver. Knowing where the company is and what drives

    engagement in that particular company is key to moving forward successfully.

    Engagement drivers differ from culture to culture, from country to country, and

    even from company to company. You need to have a firm understanding of what

    engages your employees. Therefore, it is important that you:

    Once the drivers of engagement are known in an organization, making changes

    that drive employee engagement should be a priority. Although surveys and

    survey data by themselves do not “do anything,” change without data is highly 

    unlikely. Knowing the difference between an engaged employee and a simply 

    motivated or satisfied one is important, but knowing what drives engagement in

     your particular organization is what will make the difference in propelling your

    organization to the next level.

    To follow Luis on Twitter, you can find him @luis1_velasquez. For some of his

    other posts, see, his business blog at www.velasconsulting.com or his book blog

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    25/04/2016 Employee Engagement vs Satisfaction vs Motivation | Luis Velasquez MBA, PhD. | LinkedIn

    https://www.linkedin.com/pulse/20140625224424-19395817-employee-engagement-vs-satisfacti on-vs- motivation?trkInfo=VSRPsearchId%3A5211648614… 3/22

    Written by

       

    at www.beyondthefear.com. This original post was first published at

     velasconsulting.com

    Skillfully edited by  Tara May 

    Follow

    Like Comment

    Tom Hutchins

     Although the article is intere sting a nd well-meaning, I find the conclusion to

    be disingenuous. Engagement is not something that you can legislate, it's

    what you get when people genuinely feel that they have more to contribute

    and the desire to do so.

    Stats and metrics are too easy to game, as people can make a big show of 

    being engaged because it's expected or they get rewarded, but without

    feeling engaged. Your stats and metrics can help pinpoint problem areas

    but very quickly they will be bypassed.

    Consider that the Soviet Union tried to legislate a socialist utopia into being,

    which led to many people paying lipservice to the concepts but in reality the

    system just weakened.

    So what's to be done?

    1) Understand that engagement is a consequence, not an input. Allow

    people to decide how they want to engage while gently challenging them.

    Those who just want to do a great job and go home to their lives (the vast

    majority in my experience, maybe it's different in some countries) can do so

    without feeling oppressed or guilty, meaning they'll accept the company

    more and be more engaged and more willing.

    2) Stop treating people as things. This is the biggest single failure of 

    management theory: that everyone can be reduced to data sets. Accept

    that people have desires and lives that may not be all about the company,

    because the more you accept this, the more they will accept you and the

    more engaged they become.

    3) Accept that employee engagement can feel like a threat. In today's

    economy, even skilled, successful and (once)-engaged people are

    struggling to keep or find jobs, struggling to buy houses, and bonuses, pay

    rises etc are almost non-existent for many while management's relative

    take has never been higher. They feel disengaged, de-motivated, and

    frankly who can blame them? Their lives are not looking good. Into this you

    throw a Molotov cocktail saying, "we want you to be more engaged. You

    heard me right - just doing a great job isn't enough anymore". Maybe we

    need to stop wanting every employee to be Zuckerberg and just accept,

    encourage and reward people for just doing a great job for the company,

    every day.

     As a closing tho ught: rather than trying to legislate h appiness (or 

    engagement)... maybe we should try talking to employees and

    understanding them as humans. What could be more engaging?

     Add your comment

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    PepperTap’s collapse shows everything that is

    wrong with India’s young internet companies

       

    Low margins and technical glitches mar online grocers' plans.

    Like(5) Reply(2)   June 26, 2014

      Terry Wellma n, Julio Costa, Ondrej Letacek, +2

    Helen Eldon FBDO CL

    Have you been talking to my boss! I'm sick of being advised to

    improve my engagement I only work 2 days a week I travel

    miles and don't appreciate being expected to want to go in on

    days off for meetings that last an hour yet eat up my whole dayand just bang the party drum. I have no need of motivation I

    work hard all day when I'm in work, when I'm not I work hard

    on the rest of my life and expect the rest of the staff to do the

    same. Sometimes I feel undermined by people who do "go the

    extra mile" and turn up early or stay late and do it without pay!

    Have they not got lives or are they so bullied by bosses that

    they can nolonger say No ?

    Like(4)   June 26, 2014

      Devika Lad, Rimsha Kamal, Michael Timms, +1

    Prasad Nageshkar 

    I like your views - they resonate with me.

    Like   June 26, 2014

    Show More

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