WRAP UP: This episode ends our segment on engagement factors. The key takeaway is the dynamic nature of these factors; they are not fixed but continuously evolve based on personal circumstances and external influences.
Of the over 5000 people across WA who have done our marvinScout Survey, this is how they rank in importance.
- Learning
- Legacy
- Recognition
- Voice
- Reward
- Choice
A prime example used to illustrate this concept involves an individual in the process of buying a house. This significant life event can dramatically increase their sensitivity to rewards.
The anticipation of acquiring a new home can boost their motivation, making incentives more potent than usual. This heightened reward sensitivity underscores the importance of recognising and adapting to the changing engagement levels of those we interact with, especially in a workplace setting.
We give you some insights into Ella and Saarrah and their key engagement factors. Sarah has always been high on legacy; she needs to be able to see meaning in her job. But Ella was higher on recognition, coming from jobs like hospitality, where you don’t get recognised or appreciated.
This principle is also held in a professional setting. Regarding certain roles, it’s crucial to have specific metrics for measuring engagement. For instance, when hiring an accountant, we seek individuals who aren’t primarily focused on making choices but are inclined to be innovative and make changes to the existing reporting system. We value individuals who are committed to following established processes.
Employers must remind themselves that engagement is a complex, mutable concept influenced by many factors. Navigating and responding to these changes is crucial for fostering a motivated, responsive, and productive environment, whether managing a team, leading an organisation, or simply understanding the people around us.
Nick’s commentary unveils a profound insight into human relationships and the essence of acknowledging individual worth, which remains crucial irrespective of one’s status or visibility within a social or professional hierarchy. He emphasises the significance of never undervaluing someone’s personal belief systems and values, underscoring the grave consequences of neglect regarding recognition and validation.
Building upon this concept, Nick says it is critical to recognise that acknowledgment extends beyond mere accolades or public praise. It affirms an individual’s presence, contributions, and worth to a community or society. This notion goes beyond the superficial aspects of social recognition, delving deep into the essence of human interaction and psychological health. As per the insights offered by Nick, the term ‘below 0’ serves as a metaphor for scenarios in which individuals may feel undervalued or entirely overlooked. Such conditions can have a severe adverse effect, precipitating feelings of isolation, insignificance, and profound despair.
Therefore, it is crucial to establish a balance, ensuring all engagement levels remain above 0 while acknowledging and elevating those depending on each employee’s unique values and contributions. When you have 1o1s, it is important to revisit these concepts, especially for teams in a high-stress environment.
Your Hosts
Saarrah
Mathinthiran
Nick
Marvin
Ella
Barwood
