MOTIVATION AND COMMITMENT

1. Why motivate and evaluate employee engagement?

Assessing employee motivation and commitment helps the entrepreneurs get the right perspective on the employee’s attitude, enthusiasm, dedication, and desire. From there, the business can make appropriate policy adjustments and solutions to meet the needs of employees, create satisfaction and long-term attachment of employees with the organization. By doing so, the company will retain qualified staff and, at the same time, improve the level of commitment of the staff to the organization, helping organizations achieve the goals set.

2. When do the need for motivational and evaluative engagements arise?

Motivating and enhancing the commitment of employees is an important and indispensable task in the management of human resources of any organization.

Especially, when employees have signs of mental decline, working attitude, directly affecting the performance. Through the results of the assessment, business leaders will have an overview of how the working environment of the business affects employees, whether it creates a sense of comfort for employees or not. Employees are satisfied with the work, with colleagues and superiors, or with the organization’s management policies and policies, and the extent to which factors influence employee engagement. and mission.

3. Basic Steps of Motivation and Engagement:

• Determine the needs of employees in the organization.
• Evaluate the factors that influence the motivation and commitment of the employees, such as the work they are doing, the working environment, the working conditions, the relationship between employees in the team and the team; The policies on salary, bonus and preferential treatment.
• Proposing suitable solutions on human resource management.

4. Method of implementation:

The team will evaluate and measure the motivation and commitment of employees through the persistence and enthusiasm of their work; willingness to accept overtime or take over extra duties. These evaluations must be based on observations, analysis of practical and objective assessments by scientific methods.

On the method of coordination: the two sides will adhere to the principles of: direct exchange, unifying objectives; Jointly develop action plans; Actively implement and respond promptly; Continuous interaction, periodic reporting. Counseling has a supporting role, not a substitute. Motivation, employee satisfaction and commitment are enhanced when policies are reasonable.

5. Achievements:

• After consulting, the company will achieve the following results:
• Enhanced the efficiency of work, the responsibility of each employee.
• Built a cohesive and effective working environment.
• Adjusted appropriate remuneration policies to stimulate the motivation of employees;