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am 14. März 2014
This is a great book! As an HR professional I am regularly involved in employee engagement projects. These usually have the form of sending out surveys to all employees and defining action items based on the outcomes. During the last workshop I conducted, I decided to use the motivation model that Amabile & Kramer present in this book. This turned out to be a very successful approach.

The major reason for this is that the model is easy to understand, especially for non-HR professionals. The model makes it possible to classify the actions of managers in an organization in three pairs. The first pair, with the biggest impact, are actions that either lead to actual progress in the work of employees (‘”Progress”) or hinder this (“Setbacks”). According to Amabile & Kramer the most important factor for the engagement of employees is the “meaningful progress” (or lack thereof) they experience in the their work. The second pair (in terms of importance) are “catalysts” (actions that support the work – e.g. empowering employees) and “inhibitors” (actions that have a negative influence on the way employees need to do their work, e.g. lack of direction and resources). The third pair consists of “nourishers” (social or emotional support, e.g. encouraging employees) and “toxins” (actions that have a negative influence on the social and/or emotional well-being of employees – e.g. showing disrespect).

It is very easy to classify the issues that are reported in engagement surveys as either ‘’Setbacks’’, ‘’Inhibitors’’ or ‘’Toxins’’. Likewise it is very easy to categorize potential improvement actions in the ‘’Progress’’, ‘’Catalysts’’ and ‘’Nourishers’’ categories (also in decreasing order of importance). This ability to cluster issues and follow-up actions provides an immediate overview of which issues offer the biggest potential for improvement and which follow-up actions will have the biggest impact on the engagement and motivation of staff.

The underlying research of this model is impressive. It is based on almost 12.000 daily journal entries of 238 people who worked for seven different companies.

I can highly recommend this book to anyone looking for a good methodology to analyze employee engagement data and define effective follow-up actions based on this!
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