What motivates us at work? Surveys show that it is definitely not just money. There are many purely psychological factors that play a crucial role in whether we are satisfied – and they determine our engagement as well. The CallCentre server published the results of a survey entitled Employee Engagement: How British business measures up. This document, which covers the satisfaction and the engagement of British employees, was published by Red Letter Days.
Motivational factors
Though the survey was conducted in Great Britain, the aim and results are universal enough to be used to get more insight into the Czech workplace. According to the survey, the most important motivational factors are, paradoxically, the simplest ones, often demanding zero expenses – the manager's praise. 92% of active, engaged employees stated that their employer praised them for their progress. The same number of respondents stated that management supported their further development.
The survey also says that other aspects that motivate engagement include: feeling that the company cares about them, good workplace relations, training and working in a team that is committed to quality work.
De-motivational factors
What does a de-motivated workplace look like? Among the factors that are the biggest killers of work engagement are, again, psychological aspects, connected to the degradation of the employee's personality and to a lack of trust in his or her skills. The most frequent de-motivational factors include one's work being overlooked, little chance to influence the course of the company and management having no interest in the employees' opinions. Often, there is a lack of training, as well as chances to progress and feeling appreciated.
There are also bizarre situations that completely contradict active engagement – uncertainty about what the employee should actually do, or no provision of adequate technology and equipment for the job.
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