It’s natural for each employee to wish and demand for work to be enriching and exciting, however, it is equally true that most employees work on mundane jobs. Many management practitioners are of the opinion that it’s not just the nature of work that makes a job boring; employer branding, relationship with manager, staff engagement as well as the adequacy of rewards and recognition have a perceptual effect as well. Employer branding is an extension of branding techniques to human resource management, and is being used as a tool to attract and retain the best talent. Employer branding may be defined as establishing an organization as “unique” in the job market. An organization with a strong brand image can influence employee decisions in its favor leading to better retention ratios. Brand alignment with the actions of senior leadership help create an organizational identity. A strong sense of identity gives employees a purpose and determines a worker’s pride in their organization.Its important to note that an organization’s image also has an internal component. Employees a form opinion about the organization on a regular basis and it’s of the essence that employee expectations are meet in order to keep them satisfied and gainfully engaged.
Staff engagement is another important tool to cultivate a sense of self-actualization leading to motivation. A manager should try to engage all employees into the decision making and project management procedures, this would absorb idle energy and create a learning atmosphere. Staff engagement also encourages innovation and loyalty. A sense of competence is a core psychological need that drives intrinsic motivation and fuels continuous interest in a job. Engaged employees are more eager, committed and loyal to their company. Such employees provide, "discretionary effort," that has been shown to increase efficiency and profits.
Every HRM process is deeply interlinked; staff engagement shall be incomplete without proper internal communication. Effective internal communication has the promise to affect every of HR outcome. Studies have shown that in an environment where information is shared freely and where meaningful interactions occurred frequently, employees are more willing to apply themselves to work. Proper internal communication helps in recognizing performance and removing obstacles to efficiency. Studies have highlighted that high employee motivation levels are directly related to highly effective internal communication.
Rewards and recognition awarded for good job performance are called incentives. While reward is a tangible item given to an individual or team for meeting pre-determined goal,recognition is the display of appreciation,after an individual or team has achieved a pre-defined goal. It may be tangible or intangible. A proper incentive program helps keep employees motivated and is an effective method of reinforcing the organization’s’ expectations and goals. The advantages of a proper reward and recognition policy are create a positive work environment with a culture of recognition, motivating high performance, reinforcing desired behaviors, boosting employee morale, increasing retention, decreasing turnover, promoting loyalty, attracting and retaining key employees; better customerfocus; and reducing the evils of stress, absenteeism and turnover. Engaged employees are more productive, and profit generating.