The employee experience and employee engagement is a huge issue related to the customer experience. Unengaged employees have a direct effect on the customer experience.
Experience management tackles these issues holistically. They are all tied together and must be seen as important to brand management.
Motivation has been a great mystery to many managers. They mistakenly believe that there is nothing that can be done to improve the motivation of individual team members. It is easy to blame the employee and just give up. The thinking is one of “you (the employee) really ought to want to”.
Does that approach work? Will that make an impact on the unengaged employee?
Here is a thoughtful article with some suggestions.
Motivation — the willingness to get the job done by starting rather than procrastinating, persisting in the face of distractions, and investing enough mental effort to succeed — accounts for 40% of the success of team projects. Yet managers are often at a loss as to how to effectively motivate uninspired employees. Our review of research on motivation indicates that the key is for managers to first accurately identify the reason for an employee’s lack of motivation and then apply a targeted strategy.
Carefully assessing the nature of the motivational failure — before taking action — is crucial. Applying the wrong strategy (say, urging an employee to work harder, when the reason is that they’re convinced they can’t do it) can actually backfire, causing motivation to falter further.
These reasons fall into four categories — a quartet we call the motivation traps. Namely, they are 1) values mismatch, 2) lack of self-efficacy, 3) disruptive emotions, and 4) attribution errors. Each of these four traps has distinct causes and comes with specific strategies to release an employee from its clutches.
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