Best Employee Engagement Strategy:
Match Job Rewards to Employee Motivators,  
Here’s How…   Page 2

On Page 1 of this employee engagement strategy article I share WHY matching what the job rewards to an employee's top motivators is important.  Now, I will share HOW to do this...

The best employee engagement strategy is to match what the job rewards with an employee’s top motivators and interests.  Here's how a two step process with five employer interview questions.

First Employee Engagement Strategy Process Step
Determine the Job’s Top Two Motivators

Think of a job opening that you’re trying to fill.  Think about what must happen in the job in order for the job to be successful.  What top two motivators, listed below, will this job most reward? 

  • Individualistic/Political: A Drive to Advance and Lead.
    This job will reward someone who:
      -has a passion for leading and being the 'go to' person
      -who eagerly develops a strong personal and professional network
      -likes making connections, being visible and influencing others
      -who thinks 'outside the box'

  • Theoretical/Knowledge: A Drive to Gain Knowledge.
    This job will reward someone who:
      -has a passion for understanding how things work and why things work the way they do
      -is eager to learn new methods and apply them
      -naturally works toward and enjoys becoming an expert in their field
      -is curious
      -loves to learn and apply knowledge

  • Utilitarian/Economic: A Drive to Get Business Results.
    This job will reward someone who:
      -has a passion for creating bottom-line results
      -who can be pragmatic, practical and is driven to do whatever is necessary to achieve results
      -will be resourceful with resources and wants to eliminate waste
      -is practical and focused on return on investment 
      -has a capitalist focus on financial gain

  • Aesthetic: A Drive for Balance  and  Harmony.
    This job will reward someone who:
      -has a passion for developing and portraying how products/services will be packaged, displayed, and/or marketed 
      -is creative, imaginative, and innovative
      -likes creating a harmonious work (and world) environment and focuses  on a pleasant vibe for all who enter the space
      -is interested in self-expression, self-actualization, and work-life balance
      -is creative, imaginative, pleasant, sensitive and tuned-in to correcting imbalance

  • Traditional/Regulatory: A Drive to Maintain Order.
    This job will reward someone who:
      -has a passion for following and enforcing rules, regulations, traditions, and values
      -eagerly serves as the guardian of structure, order, process and protocol
      -has high standards and values
      -will not wavier from the rules or chain of command
      -is routine and process driven 
      -disciplined and will sacrifice for the good of the cause

  • Social/Altruistic A Drive to Serve Others.
    This job will reward someone who:
      -has a passion for serving others and contributing to the higher good
      -eagerly volunteers to serve and help others grow, prosper and be happy
      -is willing to put others before themselves
      -will champion causes
      -is service-oriented, a caregiver and humanitarian


Use the PPD's patented Three Step Superior Performance Assessment Process to measure employee and job match between motivators, style and acumen.  Find out more here. This simple, yet scientific, hiring assessment process will help you have:

  • #1: Focused, Productive & Truth-Revealing Candidate interviews.
  • #2: Superior Performers Who Excel in the Job and Stay With You.
  • #3: Powerful & Productive On-boarding of New Hires.

Contact Suzie to schedule a Complimentary Consulting Call to learn more, here.



Second
Employee Engagement Strategy Process Step:  Five Interview Questions and Listen for MATCH in the Interview

Every person LIKES to do their motivators - it's part of their greatest strengths and something they are naturally and personally interested in.  We all thrive in environments, and in work, that will reward our top motivators. 

Keep the top two motivators for the job that you selected in mind when interviewing. Ask candidates the interview questions below. Listen closely to their answers. Do their answers match the top motivators the job will reward?

  • 1. What jobs have you enjoyed the most? Why? Please share specific examples
    of what you enjoyed.
  • 2. What jobs have you enjoyed the least? Why? Please share specific examples of what you disliked.
  • 3. Give specific examples of past environments you worked best in.
  • 4. Give specific examples of past environments that did not work well for you.
  • 5. What kind of responsibilities would you like to avoid in your next job? Why?

People Bring Who They Are to the Job

Get away from the idea that: “Anyone can be trained to do any job” and that, “With enough training, and if a person tries hard enough, anyone can excel in any job.”   Look around you, it's NOT true and almost never works out in the long run.

The best employee engagement strategy is to ALWAYS remember:
People bring who they are to the job – and who they are is not only their
background and experience, but their natural style, strengths and motivators. 
Find the strongest job/employee match, and commitment and motivation will soar!
.


New! Comments

" of comments have already been left on our site. Have your say about what you just read! Leave me a comment in the box below.

More Hiring and Interviewing Resources Here

Contact Suzie To Schedule a Complimentary Consulting Call or to Ask Questions

Priceless Professional Home