Employees as entrepreneurs in the company: Employee motivation

The transformation of the working world through New Work concepts brings with it a paradigm shift in employee management and motivation. Companies that view their employees as "entrepreneurs within the company" are creating a culture of personal responsibility and innovation. This article examines how New Work approaches increase employee motivation and what companies can do to successfully implement this philosophy.

New Work: definition and relevance

New Work refers to an approach in the world of work that focuses on flexibility, self-determination and the fulfillment of individual potential. In the course of digitalization and the transformation to a knowledge society, New Work is becoming increasingly important. Key elements are flexible working models, flat hierarchies and a culture of lifelong learning.

Employee motivation in the New Work era

In the New Work era, employee motivation is no longer driven exclusively by extrinsic incentives such as salary or bonuses. Instead, intrinsic motivators such as identification with work, self-realization and participation in decision-making processes are coming to the fore. A study shows that employees with flexible working models tend to be more satisfied, which in turn increases their performance and loyalty to the company.

Employees as entrepreneurs

The idea of seeing employees as entrepreneurs in their own company is based on the concept of "intrapreneurship". Intrapreneurs actively participate in shaping processes, develop new ideas and drive innovation. Companies can encourage this by creating a framework that supports and rewards initiative and creativity.

Practical implementation of New Work

In order to successfully implement New Work and promote employees as entrepreneurs, companies should consider the following aspects:

• Flexibilization of working hours and location: The ability to arrange working hours and location flexibly increases job satisfaction and enables a better work-life balance.
• Promoting personal responsibility and self-organization: Employees should be encouraged to take responsibility for their projects and develop solutions independently.
• Continuous training: Lifelong learning should be anchored as part of the corporate culture in order to promote the personal and professional development of employees.
• Culture of trust: An open corporate culture based on trust promotes the exchange of ideas and collaboration.
• Appreciation and recognition: Regular feedback and recognition of performance are essential to maintain employee motivation and commitment.

Conclusion

In the course of New Work, the role of employees is changing from performing tasks to actively shaping their working environment. Companies that support and promote this transformation benefit from higher employee satisfaction, increased innovation and stronger loyalty to the company. However, the implementation of New Work requires a rethink of management structures and an adaptation of the corporate culture in order to meet the needs and expectations of the modern working world.