Download - 4D – PERFORMANCE AND REWARDS
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Performance and rewardsCreating an engaged and motivated culture in the third sector when times are tough
Kimberly Bradshaw
Managing Director
Buzzacott HR Consultancy
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Contents
Setting the scene
Motivation– What is it, why do we need motivated employees, what
motivates people?
Engagement – What is it, why do we need engaged employees, what engages
people?
What can you do?
Conclusion
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Employee relations in challenging times
Putting it into the charity context: 180,000 charities 2.7% of UK workforce 20% drop in donations Increase in costs of £2.3 billion Increase in pressure through demand
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Employee relations in challenging times
Employee buy-in is key Higher levels of job satisfaction and motivation Environment more open to influence Roles more flexible Strong value-based purpose – make the world better
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The motivation and engagement equation
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What is motivation?
The process that initiates, guides and maintains goal-orientated behaviours
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Why do we need motivated employees?
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What motivates people?
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Motivation Theories
McClelland
‘Acquired Needs’
Alderfer
‘ERG Theory’
McGregor
‘X and Y’
Vroom
‘Expectancy Theory’
Skinner
‘Reinforcement Theory’
Adams
‘Equity Theory’
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Herzberg’s Motivation and Hygiene Factors
Motivation factors Hygiene factors
Achievement Supervision
Recognition Working conditions
The work itself Interpersonal relationships
Responsibility Pay and job security
Advancement and growth Company policies
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Managing motivation
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What is engagement?
the psychological and behavioural
outcomes that lead to better employee
performance
Aon Hewitt
Employees are committed to organisational goals and values,
motivated to contribute to organisational success and are able to enhance their own sense of well-
being
McLeod 2010
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Why do we need an engaged workforce?
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Psychological contract
Positive Outcomes if Upheld Negative Outcomes when Broken
Increased commitment Lower commitment
Increased satisfaction Lower satisfaction
Positive impacts on business performance
Lower engagement
“…the perceptions of the two parties, employee and employer, of what their mutual obligations are
towards each other.” (Guest)
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What engages employees?
What We Want Ranking
The seven key factors for motivation and engagement
What Organisations Rely On Ranking
1 Challenging/interesting work 2
2 Opportunity to learn continuously and develop skills and knowledge
5
3 A high basic salary 6
4 Having the authority to run ‘my own show’ 15
5 Clear career advancement within the organisation
8
6 Knowing my decisions have an impact on the organisation
14
7 Performance-related pay/incentive schemes 1
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What engages employees?
Visible and empowering leadership
Engaging managers
Organisational integrity
Employee voice
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Do you view work as a Job, a Career or a Calling?
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Only 1/3 of employees feel their work as a ‘Calling’
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How motivated and engaged are your employees?
Charity Pulse 2013 Survey report
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What can you do to increase engagement?
Communicate and give recognition
Charity Pulse 2013 Survey report
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What can you do to increase engagement?
Be a role model
Charity Pulse 2013 Survey report
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Support your employees
Charity Pulse 2013 Survey report
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Assess
Develop action plan
Communicate
Act
Steps to engagement!
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Top tips for the voluntary sector
1. Face-to-face time
2. Practical responses
3. Communication
4. Role-modeling
5. Conversation
6. Trusting
7. No one-fits-all
8. Design for the future
9. Development
10.Engage
11. Celebrate!
12.Manage performance
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Tips for success when budget is restricted
Challenging work Interesting opportunities such as secondment Lateral move On the job training Strengthen employee skills Clear goals Transparent processes Flexible work systems Participative management Positive reinforcement Coaching and mentoring Learning and development
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What have we covered…
Motivation– What is it?– Why do we need motivated employees?– What motivates people?
• Monetary vs. non monetary factors– Theories of motivation
• Herzberg’s Motivation and Hygiene Factors – Managing motivation
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What have we covered…
Engagement – What is it?– Why do we need engaged employees?– What engages people? – Psychological contract – Job, Career or Calling?
What can you do?– Steps to engagement – Top tips for the voluntary sector– Tips for success when budget is restricted
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Revisiting the motivation and engagement equation
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Thank you
Questions?