The Employee Engagement Network

Got an interesting question through my mailbox - how would you define the difference between "engagement" and "motivation"? I have some ideas and thought I'd throw it out to this community to see what others thought and felt. Thanks!

Lisa Sansom

http://www.lvsconsulting.com

Tags: motivation

Views: 98

Reply to This

Replies to This Discussion

Lisa - It is a great question.  I'm not sure there is a huge difference.  Really if employees are engaged they are likely motivated.  The concepts really go hand in hand.  Motivation, passion, desire, all those things that are about unlocking the "hearts and minds" of employees are intricate to engagement.  

It may be about the source of the motivation - you can be motivated by negative things such as fear (of failure, dismissal, disappointing someone etc). Engagement I see as a positive, self-directed intention. Is that too simplistic?

Here's what I ended up writing:

My first instinct was "of course they're different" but now that I think about it, motivation might just be a way to increase engagement.

So, if we consider intrinsic vs. extrinsic motivation, then there are different ways to increase involvement with work (engagement).
We could increase someone's engagement with work via extrinisic motivators (e.g. salary. bonuses, titles, corner office, etc) or they might wish to increase their own engagement via intrinsic motivators (e.g. I want to have more fun at work, seeking meaning, etc).
So my initial take would be that engagement is the outcome, motivation is the process by which you get there.
I like your other ideas too Anil and Lydia...

When I think of motivation, I think of words and phrases like speed, drive, throughput, want, results. Motivated employees will generally work harder, put in more effort, and deliver results. It's like oiling your machine. However, the reason behind motivation can be the fear of failure and rebuke, it can be the bonus at the end of the year, it can be intrinsic or extrinsic rewards including points, badges, leaderboards, or maybe even a dinner with the CEO. It can be also better engagement.

I see engagement as a process by which you can not only motivate your employee, but also get him intimately involved with the company. Motivated employees may be like well oiled engines, but engaged employees go beyond being machines.

Engagement will also help companies in handling low performing, disgruntled, sad employees, making them feel part of the company, the family of employees.

While motivation leads to results, engagement treats employees as humans with feelings, and in the process, motivates them.

Though motivation and engagement are intertwined they are different.

 

Engagement reflects the level a person feels connected to something. It is the "what".

Motivation is what drives a person to be connected to something. It is the "why".

 

Heather

Clean, simple, straightforward...well done Heather.

Lisa its a good question.  I see it this way:

--engagement is a behavior which happens when someone finds the work environment to their liking and chooses to act on that (greater commitment, "going the extra mile", etc.)

--motivation is the inner state which determines whether one will choose to engage

Here is the flow I see:  work environment>>triggers inner emotional state of worker, including their motivation>>which triggers their choice to engage

The interesting thing here is that this is all about probabilities:  the great work environment significantly increases the probability that people will have the heightened positive emotional state, and then engage, but this is not 100%.  Some will never engage no matter the environment (we have all met them at work!)  Sadly (for them, and the rest of us) they probably never experience that inner state.  There could be many reasons for this:  depression, personality etc.

I would conclude that these two things then are quite different, while being connected, and one (motivation) precedes the other (engagement).

best to you

David, co-author, The High Engagement Work Culture: Balancing ME and WE (Macmillan, 2012)

Thanks so much all - I appreciate the responses! Much food for thought, to be sure! 

RSS

580 Videos Related to Employee Engagement

Click on this eBook listing over 580 videos available on the network. When you open the document up online you can click on the title to go directly to the video. Happy and engaged viewing.

EEN Facebook Feed

Looking very forward to being home in Saskatchewan next week.

Looking very forward to being home in Saskatchewan next week.


David Zinger Engage SK
A short invitation and introduction to two sessions on engagement and well-being David Zinger will be offering in conjunction with SAHRP:...

Ask yourself: Do you work better in the morning and in the evening? Take off eve...

Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?


Work In The Zone | LinkedIn
www.linkedin.com
“The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s

Word power made easy...

Word power made easy...


Create A Vocabulary That Inspires Employee Engagement
www.forbes.com
It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]

The one question employee engagement survey: Why are you still here?

The one question employee engagement survey: Why are you still here?


The shortest Employee Engagement survey has one question | Leandro Herrero
leandroherrero.com
And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…

© 2014   Created by David Zinger.

Badges  |  Report an Issue  |  Terms of Service