“Employee engagement is a way to approach and measure how fulfilled and connected employees are to their work, your business, its culture, and its success.” (Suite, 2021, 0:03-0:08) Employee engagement has a direct relation to the major concepts and principles of motivation and volition found in Trends and Issues in Instructional Design and Technology (4th ed.) by Reiser, R. A., & Dempsey, J. V.
Employee Satisfaction: Keys to Workplace Contentment
As stated in the video, employee engagement has a direct connection to the success of a company. From the employee standpoint, the learning engagement principle that would motivate them to be more connected in their workplace is the principle connected to satisfaction. “Experts in human resources believe that the challenge of employee engagement has a great deal to do with how employees feel about their role in the company and how they are treated.” (Abdalla, Azam, & Albattat, 2022, p. 2603).
With varying perspectives of the workforce post-COVID, many employees feel they have achieved greater success in their jobs while also having more opportunities to focus on their personal lives. This shift has promoted a better work-life balance, where life is no longer solely centered around work. This balance can result in what is known as "positive spillover," wherein the happiness and fulfillment experienced in personal life positively influence their work lives. On the other hand, experiencing fulfillment and support at work can boost happiness and satisfaction in personal relationships and activities beyond the workplace.
Employer Engagement: Fostering Relevance and Connection
From the employer's standpoint, the principle of learning engagement that motivates employers to prioritize employee engagement is connected to relevance. According to Suite (2021), "Highly engaged employees are more motivated and loyal, produce higher-quality work, and ultimately help drive company growth, profitability, and employee retention" (0:37-0:46).
During COVID, many companies learned the harsh lesson of employees quietly quitting, where individuals performed the bare minimum to maintain their jobs due to limited alternatives. This highlighted the importance of providing flexibility and promoting employee well-being, allowing them time to pursue personal goals (Rajina & Shailaja, 2023).
Post-COVID, many companies have reevaluated strategies to prevent employees from feeling unsupported, subsequently disengaging, and negatively impacting the business. Now, numerous studies emphasize that companies are actively working to create supportive environments, whether on-site or remote, that enhance employee satisfaction and well-being. These efforts not only benefit individual employees but also contribute to the overall success and sustainability of the business.
The Role of Self-Regulation in Employee and Employer Success
Volitional (self-regulatory) strategies play a crucial role in enhancing engagement for both employees and employers. For employees, these strategies involve setting clear goals that align with organizational objectives, effectively managing their workload and time, and actively pursuing opportunities for personal and professional development. By employing these strategies, employees boost their commitment and motivation at work, maintain a healthy work-life balance, and continually strive for personal growth and excellence. This proactive approach not only enhances job satisfaction but also increases their overall effectiveness and contribution to the organization.
Employers benefit significantly by supporting employees in utilizing volitional strategies. Creating a workplace culture that values autonomy and self-management fosters a sense of empowerment and trust among employees. This supportive environment enables employees to take ownership of their tasks, engage more deeply in their work, and contribute meaningfully to organizational goals. Moreover, encouraging the use of volitional strategies promotes a proactive approach to performance management and goal achievement. Ultimately, integrating these strategies into the workplace cultivates a more engaged and productive workforce, where employees are motivated to excel and contribute effectively to organizational success while feeling supported in their personal and professional development.
In conclusion, fostering strong employee engagement and supportive employer practices not only enhances workplace satisfaction and productivity but also cultivates a resilient organizational culture capable of navigating challenges and achieving sustainable success. By prioritizing employee engagement, organizations lay the foundation for mutual growth.
Abdalla, R. S. A., Azam, S. M. F., & Albattat, A. (2022). The Antecedents of Employee Engagement on Project Management Success: Empirical Evidence from the Libyan Construction Industry. Special Education, 1(43), 2603–2615.
Rajina, K., & Shailaja, K. (2023). Is Quit Quitting the Answer to Loud Layoff or Is It the Other Way Round? Aweshkar Research Journal, 30(2), 28–37.
Suite, N. (2021, April 28). What is employee engagement? why does it matter?. YouTube. https://www.youtube.com/watch?v=ITvnYco_J9s
Introductory Thoughts
This case study resonates with my current role and influence in understanding the impacts of learners feeling motivated and satisfied with their day-to-day work. As retention manager of a department’s employees, I feel a great responsibility and am eager to learn of the various tools and theories to help all ranges of employees find satisfaction in their work.
Curiosity Arousal
One of the first things that stood out to me in this post started with analyzing the comparison made in pre-covid learning and post-covid learning. This case study's author highlights an interesting revelation regarding employee engagement pre and post covid (cmmurray1, 2024), and as someone who remained employed in the corporate world pre, mid, and post pandemic and…
The learning engagement principle that motivates employees to be more connected in their workplace is Satisfaction. Employee engagement is directly connected to the success of a company. “Experts in human resources believe that the challenge of employee engagement has a great deal to do with how employees feel about their role in the company and how they are treated.” (Abdalla, Azam, & Albattat, 2022, p. 2603). Post pandemic, many employees feel they have achieved greater success in their jobs while having a better work-life balance, where life is no longer solely centered around work. This balance can result in what is known as "positive spillover," wherein the happiness and fulfillment experienced in personal life positively influence their work lives. On…
Ashley Rawdon
Full Sail University, IDT520
Dr. Reo McBride
The Role of Motivation in Employee and Employer Engagement
This case study addresses the role of intrinsic motivation in employee engagement and how that impacts their work. In the Youtube video produced by NetSuite (2021), they showcase how employee engagement and satisfaction can impact the overall health of the organization. It suggests that employees that are invested in their work are more likely to be present and engaged as well as producing higher-quality work. In an article written by Steinbauer et al. (2018), they review workplace ostracism and how that relates to employee motivation and satisfaction. They argue that individuals that feel ostracized in the workplace may lead to…
Self Regulation
The video within this article made note, that the more engaged an employee is, the better their work performance, and dives into the critical aspect of motivation in the workplace and its impact on both employee and employer engagement. It aligns closely with the learning engagement principle of self-regulation, which is essential for fostering autonomy and sustained motivation among learners and employees. Self-regulation involves individuals managing their own learning or work processes, setting goals, monitoring progress, and adjusting strategies as needed. The article discusses the importance of intrinsic motivation as well, where employees are driven by internal rewards such as personal growth, satisfaction, and the fulfillment of achieving goals. “This balance can result in what is known…
Hi! Thank you for sharing this. I do agree that employees who are more motivated to achieve well certainly are better for the company, and so it is definitely in the company’s best interest to create an environment where that learner motivation is promoted! I am curious as to what approach you might take to create that environment?
I have been especially interested in the design and user experience within learning experiences. For me, this ranges from everything from the ease of use and enjoyability of the learning platform, to the effects of visual and audio design.
According to Chuang, “To ensure the effectiveness of organizational training efforts and sustainable learning outcomes, it is vital for adult educators and trainers to understand…