The Employee Value Proposition( EVP) is so far the most important of any real producing corporation without which no organization will survive the hits, trends, changes and fluctuations of the market for long-term survival and sustainability. The need for a strong and productive workforce has never been more important than these days where “demand” for “excellence” and “ethics” have increased tremendously to uphold the “integrity” of Wall street: “quality”, “speed”, “ethics”, “efficiency”, “honesty”, “perfection” and much more. The whole national economy relies on a strong emphasis on specialization and the ability of the workforce to be up to the tasks and to play a clean game all across the board without exclusions. Every company has the same amount of pressure as well as obligations to deliver public goods and services to strengthen the economy as much as their own company. You will gain more “insight” on this topic in my next book on “Specialization Globalization”.
Big companies and corporations spend a lot of “money” each year to train employees all the across the US in every department in order to get everyone to be fully “dedicated to” their work and make a “difference” in the workplace. The “expectation” does change regardless of one’s “beliefs”, “ideologies” and “perception” about one’s work place.
Statistics of studies all over the Planet have revealed that fewer and fewer people get involved or engaged fully in the workforce in a way that would boost production successfully. As an entrepreneur, creator of small companies, I fully know the challenges faced by the corporate world in order to get employees involved. I personally employees who are dedicated and focus.
Finding the right way to balance motivation does not dwell at the theoretical level only but it is sine qua for global productivity and economic sustainability and has to be applied in each producer’s life for ultimate success. Social democrats and egalitarian advocates of social justice, personal liberty and freedom should never interfere with this process within smoothly run corporation.
The way collectivism affects individual motivation has to do with general corporate culture within each specific organization rather than the entire global network. Thence comes the necessity sometimes for outside entities to come in and inject the stimulating factors and elements, methods and techniques to keep employees engaged in the production process via trainings, seminars and workshops. That’s what you get when you attend a ” Get Motivated” speaking event with me.
Well, this is not an academic essay that’s being limited by the educational philosophies of learning for specific pedagogic reasons. This is about how to keep your crews motivated each and every day and stay connected to my blog to unleash new opportunities to increase sales in your company.
What’s of the role of money and the function of money in employee motivation and production in general? We like all the academic strategies when it comes to increase employee engagement and motivation. I have only one answer. If the sound of raises, promotions, big cash bonuses and prizes do not motivate anybody to be a better worker and produce, I don’t know what else will.
US companies spend roughly 164.2 Billions, 11 percent of this amount goes toward employee tuition reimbursement which is roughly about 18 billion dollars. All this money is spent with the aim to improve employee engagement in the workforce to create success on both side. As an employer, I don’t need an employee to be on my clock 15 percent, 30 percent, and even 90 percent of the time. I need 100 percent of your attention and focus to create success within my ventures where everyone wins and wins “big bonuses”, “promotions”, “prizes”, “awards”, ” Paid vacations” and much more.
The 7 pillars of employee engagement for success are as follows:
- Trust: Maintaining proper relationships with managers.
- alignment: Daily tasks help company meet its goals to boost employee satisfaction about job.
- Impact: Employees take initiatives to get things done.
- Developement: Ongoing training that leads to a career path of specialization.
- Empowerment: Earning a sense of ownership in the through hard work of perfection.
- Recognition: Employees become better producers when they obtain positive reinforcement and are rewarded for their hard work.
- Teamwork: When the company created an environment that is suitable business with coworkers.
In a family setting, they always say that happy wives make happy marriages. Similarly in business or the workforce, happy workers ease the burden of creating a work environment culture that is free from hostility, threats, fear of any kind. At this point, employee turn over rate is much lower and when employee retention is higher, the company benefits from the contributions of the best kept talents.
Employees have talents that may be hidden and will come out with on the job experience, training, empowerment, especially when it comes to young workers with no previous work experiences. obviously, unless we only er hire producers with many years of experience in a particular industry, we will have to use some of these pillars for any company to hire, train and gets to keep the best talents for future growth.
If you have any comment(s), post below. Until next time, be great and be wealthy!
Jean-Esdrace Charles, Entrepreneur