Employee engagement and motivation. How to maintain high energy levels in a team

The role of a manager today has changed significantly – the control and supervision function has decreased, with inspiration, cohesion, team focus and development being prioritized. This is a significant change in thinking, which also requires new skills and abilities for the manager.

Objective

To understand what promotes motivation and why only material incentives are not enough to ensure long-term motivation; what is material and non-material motivation; to discover effective motivation methods and to test the effectiveness of the existing motivation system.

• To understand what promotes motivation and why only material incentives are not enough to ensure long-term motivation.

• To introduce participants to the place of material motivation in the motivation system.

• To discover effective non-material motivation methods that improve team involvement and performance

• To understand that each employee is unique and requires an individual approach to non-material motivation.

• To test the existing motivation systems in the organization and analyze their effectiveness.

Methods

Discussion, role play, and situation analysis to apply the acquired knowledge in practical life situations

Program

1. The paradox of motivation – what motivates people?

   1. The paradox of motivation: What motivates people and why money alone is not enough

   2. Theories of motivation: Maslow's pyramid, self-determination theory, Herzberg's two-factor theory.

   3. Challenges of long-term motivation: Why are material factors alone not enough?

2. Material motivation – or only about money?

   1. The effect of material motivation in the short and long term.

   2. The balance of material and non-material motivation

3. Tools of non-material motivation in a team

   1. Recognition and assessment: How gratitude and praise affect team spirit.

   2. The role of the leader in promoting trust and cooperation.

   3. Common team goals and their impact on motivation.

   4. Autonomy and responsibility: Entrusting employees with decision-making and encouraging them to take responsibility

4. Individual motivation and personalized approach

   1. Personal development and growth: Training and career opportunities.

   2. Autonomy in performing work tasks: Freedom and responsibility.

   3. Work-life balance: Flexibility at work.

   4. Social factors: Positive work environment and relationships with colleagues.

   5. 1-2-1 conversations: Manager-employee relationships as a motivational tool.

5. Module: Assessment - what works in my organization?

   1. Evaluation of existing motivation systems: Tangible and intangible strategies.

   2. Effectiveness of using intangible motivational tools.

   3. The role of the manager and the organization to maintain motivation without additional costs.