According to the author of the new Work Engagement Profile, Ken Thomas, there are two main types of rewards that need to be understood before discovering which of these plays into engagement:
Intrinsic Rewards: These include psychological rewards such as recognition from others or how satisfying the work you do is to you. For example, your sense of accomplishment in knowing that your counseling sessions are helping to drive your students to a brighter future is what drives you to work in the field that you are in.
Intrinsic rewards are what the Work Engagement Profile measures. The following are four main intrinsic rewards which drive work engagement:
- Meaningfulness – how meaningful your work is to you.
- Choice – the sense of choice in your job gives you the feeling that you are free to exercise your judgment and thus grants greater flexibility in your work.
- Competence – involves how you feel about the quality of work and results you achieve.
- Progress – your sense of advancement and accomplishment in your work.
As an A-level assessment, you don’t need to be certified in order to try it out, and help yourself to a more rewarding career. Even those who feel that they are fully engaged in their jobs may be surprised to find that there are always areas of improvement. Knowing that you are taking steps to improve in your work satisfaction will not only be rewarding to you, but those around you will also notice. If you are interested in learning more or trying out the assessment for yourself, go to our website to learn more.
*Source: “The State of Employee Engagement 2008,” BlessingWhite, Inc.