{"id":486,"date":"2006-07-24T01:00:04","date_gmt":"2006-07-24T09:00:04","guid":{"rendered":"https:\/\/systematichr.com\/?p=486"},"modified":"2006-07-24T01:00:04","modified_gmt":"2006-07-24T09:00:04","slug":"the-keys-to-employee-motivation","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=486","title":{"rendered":"The Keys to Employee Motivation"},"content":{"rendered":"

At systematicHR, we sit around talking about (reading about) ideas like employee engagement and employer brand a lot.\u00a0 These are quite simple concepts to understand, but actually quite difficult to implement and achieve successfully.\u00a0 In terms of talent, the employer brand is a key environmental concept that directly impact talent acquisition and employee engagement is a part of culture that impacts talent retention.\u00a0 More importantly than acquiring and retaining talent however, is that both of these are critical factors in motivating employees towards better productivity.<\/p>\n

Published in HBS Working Knowledge<\/a>, \u201cMost companies have it all wrong.\u00a0 They don\u2019t have to motivate their employees.\u00a0 They have to stop demotivating them.\u201d\u00a0\u00a0 ((Sirota, David, Mischking, Louis, Meltzer, Michael Irwin, April 10, 2006.\u00a0 \u201cWhy Your Employees Are Losing Motivation,\u201d HBS Working Knowledge.\u00a0 Harvard Business School.\u00a0 Retrieved from http:\/\/hbswk.hbs.edu<\/a> on July 3, 2006.))\u00a0 Just so we understand the connection between employee engagement and employee motivation, the core requirements seem to be the same for the purposes of this discussion, although I disagree with this a bit.\u00a0 I\u2019ll cover the differences in a future article.<\/p>\n

Sirota et. al, detail 3 sets of goals that create a motivated workforce:<\/p>\n