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...
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 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!
.
LET'S TALK:
Contact us to schedule a Complimentary Consulting Call
or to ask questions about any of our Hiring,
Coaching, Training and Assessment services.
More Hiring and Interviewing Resources Here