Each employee should set energy goals. You can help by asking individuals and teams for those goals each year. Be sure they make sense to the individual, the work group, and the organization.
Test the motivating potential of an energy goal by asking your employee any or all of these questions: (1) What's in it for you? How will it help you gain more confidence and competence in your current position? (2) What's in it for your work group? How will it increase/enhance your contribution to your work group or department? (3) What's in it for the organization? How does it address a current relevant business need?
Workplace boredom is a major cause of turnover. If you fail to take steps to discover when your talented employees' jobs have become routine, you run the risk of losing them, physically or psychologically. Energizing the job is not tricky or difficult. But it does require staying alert to opportunities for all your employees and encouraging them to suggest ways to energize their own jobs.
Some concepts and strategies are taken from Love 'Em or Lose 'Em: Getting Good People to Stay, Berrett-Koehler, 2005.
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