A broad purpose of leaders applying motivation and coaching techniques is to get employees involved in their work and excited about working for the organization. Engagement is the current buzz word for the commitment workers make to their employer. The term generally refers to high levels of personal investment in the tasks performed on a job. Engagement is reflected in employee willingness to stay with the firm and go beyond the call of duty.
A key link between leadership, motivation and coaching techniques, and engagement is that leaders need to use motivation and coaching techniques to help keep employees engaged. An example of the value of a coaching technique is that a survey of 1,000 employees revealed that leaders who give positive feedback to employees foster engagement. Furthermore, giving mostly negative feedback is better than no feedback or being ignored. A total of 5 percent of employees were engaged who believed that supervisors focused on their weaknesses (11 percent of employees fell into this category).
Engagement and meaningfulness of work are closely related. Recent research suggests that engagement is a positive motivational state directed toward obtaining meaningfulness at work. A key driver of worker engagement therefore is the opportunity to perform meaningful work, the feeling of doing work that matters or makes a difference. Engagement is facilitated when employees understand how their output makes a contribution to the organization and the larger world.
Managers can engage their workers by seeing them as whole people and having courageous conversations that will build trust and see what is really going on. Having a high-quality relationship with the leader was found to be a more important driver of work engagement than was inspirational leadership behavior. A conclusion reached in the study was that a better relationship with the leader will cause followers to reciprocate with higher levels of emotional investment in the job.
4 ноя 2021
