skip to content
Primary navigation

​Fostering Employee Motivation and Engagement

“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” - Simon Sinek

​The goals we set as leaders in public service are far too great to be achieved alone. It takes enthusiastic participation from our teams and colleagues to be truly successful.

​Fostering motivation and engagement for our teams allows for that enthusiastic participation. It’s not enough to be invited into a decision-making conversation – everyone should feel empowered, respected, and celebrated for their efforts.

​Engagement and Retention

​Engagement has major impact on retention. Year after year, our employee surveys call-out engagement as a primary factor of their choice to remain or leave state service.

​Every employee is uniquely motivated. It’s important to offer various ways to participate.

​It’s easy to show up to work when you’re confident in your contributions towards a greater goal. Leadership, workplace culture, purpose-driven assignments, recognition, inclusion, trust, and growth and development opportunities all contribute to engagement.

​Employee Value Proposition

​The Employee Value Proposition (EVP) was developed to respond to the big question: why should I work for the State of Minnesota?

Engagement teams at Minnesota Management and Budget (MMB) hosted several focus groups with employees across the enterprise, and reviewed years of employee surveys to develop the state’s EVP. The responses from employees inspired the EVP’s three pillars, and a response to the big question. Those three pillars are:

  • Purpose
  • Connection
  • Growth

​These three pillars capture the State of Minnesota employee experience. State agency employees find purpose in state service. Employees are inspired by the connections they make on their dream-driven teams. Employees seek opportunities for growth, development, and change.

More than “Scheduled Fun Time”

​Starting a meeting off with an icebreaker question or activity encourages participation, and helps employees get to know each other. Many agencies have hosted successful social gatherings or friendly competitions to strengthen comradery. Sprinkling a little fun throughout the workweek can help reduce stress and support overall job satisfaction for employees.

​While socialization is a major part of engagement, these terms aren’t synonymous – engagement goes beyond “scheduled fun time.” Each day offers new opportunity for engagement:

  • ​Consider taking turns facilitating team meetings.
  • ​Offer opportunities for employees to teach skills that they have to their team members.
  • Encourage training and development.
  • ​Invite your teams into decision-making conversations.
  • ​Follow-up with your teams after big decisions are made to check for understanding and get feedback.
  • Connect new employees with experienced team members to foster empowering relationships.
  • ​Connect new employees with each other so they can share their onboarding experience.

​Resources from the Enterprise

Enterprise Engagement and Inclusion Survey Results (2023)

​Recommended by Successful Teams

​Article: What is Culture? Types of Culture, Elements of Culture, Characteristics of Culture

back to top