Dear Bhavna,
I do not see this as a unique problem to your team. In the majority of cases, the response to such activities is likely to be mixed, so first of all, you should not feel disappointed. In order to increase acceptance from the employees, you may reduce the frequency of such activities so that every time they perceive it with excitement. Any good program with high frequency is likely to die a natural death as it may not hold attraction after some time. The representatives of your employees shall be made responsible to ensure that their members participate in the activities. Representatives or groups with high team response may be appreciated with small gifts or appreciation letters/notices.
You can also think of limiting such activities for small groups or a department and enjoy fun activities in rotation. Thus, each department will have increased ownership and be able to identify themselves with that activity.
Wish you good luck.
Warm regards,
Shailesh Kakkad
From India, Rajkot
Acknowledge(0)
Amend(0)
I do not see this as a unique problem to your team. In the majority of cases, the response to such activities is likely to be mixed, so first of all, you should not feel disappointed. In order to increase acceptance from the employees, you may reduce the frequency of such activities so that every time they perceive it with excitement. Any good program with high frequency is likely to die a natural death as it may not hold attraction after some time. The representatives of your employees shall be made responsible to ensure that their members participate in the activities. Representatives or groups with high team response may be appreciated with small gifts or appreciation letters/notices.
You can also think of limiting such activities for small groups or a department and enjoy fun activities in rotation. Thus, each department will have increased ownership and be able to identify themselves with that activity.
Wish you good luck.
Warm regards,
Shailesh Kakkad
From India, Rajkot
Acknowledge(0)Amend(0)
Before planning any kind of activity, it is well and good to share our ideas with them. This will help us bring out the best in them while performing the activity.
Wishing you all the best.
Regards, Lawrence S.
From India, Pondicherry
Acknowledge(0)Amend(0)
Wishing you all the best.
Regards, Lawrence S.
From India, Pondicherry
Acknowledge(0)Amend(0)
Dear,
Actually, until you include the top/middle management in these types of activities, the desired output won't come. In every field, there is a lot of workload. When you are going to organize such activities or parties, employees' minds must be free. For example, if you plan a meeting on the 7th, 15th, 25th, 30th, or 31st of the month, these dates are statutory deadlines for different types of taxes, filing returns, processing salaries, bank remittances, etc. The individuals involved in these sections will neither participate nor want to participate on those dates. The same applies to your IT personnel. For instance, if a server is causing problems, data recovery/backup is not up to date, and sometimes the boss may instruct a subordinate to shut down all the PCs and take a backup of the whole system/server during the activities. In such a scenario, how can that individual enjoy your activity?
Please consider these reasons carefully. Ultimately, in case any issues arise for the business due to your activity, who will be responsible for the damage?
I believe you can recall your school days when a student transitions to college, and the first relief is not having to wear a uniform. I think 90 to 95% of students prefer to wear clothes of their own choice. Similarly, in a job, if you impose a dress code, a significant percentage of people may not accept it. Consider alternative approaches.
Additionally, never consider punishment. It is the employees' right to choose whether to participate or not, unless participation is a requirement according to your company's rules and regulations.
Regards,
NI
From China
Acknowledge(0)Amend(0)
Actually, until you include the top/middle management in these types of activities, the desired output won't come. In every field, there is a lot of workload. When you are going to organize such activities or parties, employees' minds must be free. For example, if you plan a meeting on the 7th, 15th, 25th, 30th, or 31st of the month, these dates are statutory deadlines for different types of taxes, filing returns, processing salaries, bank remittances, etc. The individuals involved in these sections will neither participate nor want to participate on those dates. The same applies to your IT personnel. For instance, if a server is causing problems, data recovery/backup is not up to date, and sometimes the boss may instruct a subordinate to shut down all the PCs and take a backup of the whole system/server during the activities. In such a scenario, how can that individual enjoy your activity?
Please consider these reasons carefully. Ultimately, in case any issues arise for the business due to your activity, who will be responsible for the damage?
I believe you can recall your school days when a student transitions to college, and the first relief is not having to wear a uniform. I think 90 to 95% of students prefer to wear clothes of their own choice. Similarly, in a job, if you impose a dress code, a significant percentage of people may not accept it. Consider alternative approaches.
Additionally, never consider punishment. It is the employees' right to choose whether to participate or not, unless participation is a requirement according to your company's rules and regulations.
Regards,
NI
From China
Acknowledge(0)Amend(0)
Dear Bhavna,
Punishment does not drive excellence in the organization; it kills it at whatever stage it may be. Create a culture of participation among your people. Reward those who participate in the events. Money/cash is not the right way to reward. Acknowledge participants with a certificate, a bouquet of flowers, a memento, a dinner for two, or a coupon, etc. Not all employees come from the same background; each individual needs to feel valued. Form cross-functional teams; it will be effective. Create an atmosphere of happy weekends by displaying smiles for people with a positive attitude on a wall called the "hall of fame," etc. Generate enthusiasm by sending mailers reminding them of the event. Keep trying until you infect them with your fun concept.
Regards,
Auggie
From India
Acknowledge(0)Amend(0)
Punishment does not drive excellence in the organization; it kills it at whatever stage it may be. Create a culture of participation among your people. Reward those who participate in the events. Money/cash is not the right way to reward. Acknowledge participants with a certificate, a bouquet of flowers, a memento, a dinner for two, or a coupon, etc. Not all employees come from the same background; each individual needs to feel valued. Form cross-functional teams; it will be effective. Create an atmosphere of happy weekends by displaying smiles for people with a positive attitude on a wall called the "hall of fame," etc. Generate enthusiasm by sending mailers reminding them of the event. Keep trying until you infect them with your fun concept.
Regards,
Auggie
From India
Acknowledge(0)Amend(0)
I think giving them prizes and any sort of appreciation might help. For example, best suit, best color combination, best muffler, etc. You can even arrange for putting the name and picture of the winner person(s) on the notice board. It might compel others to participate and win. :)
From India, New Delhi
Acknowledge(0)Amend(0)
1From India, New Delhi
Acknowledge(0)Amend(0)
Before answering anything, let's delve into the ABCs of human personality.
By the time a child has reached adolescence, he has formed a more or less precise image of what he and his culture expect of him as an adult. One of the principal problems for an adolescent then is to conduct his life so that he has the feeling he is achieving this ideal image of himself.
To achieve satisfaction, an adolescent must not only have a realistic self-concept, but he must also be willing to accept this self-concept even when it falls below what he had hoped for. This means that the gap between the real and the ideal self-concepts must be as narrow as possible.
Some people know how they would like to improve their personalities and have a strong motivation to do so, but they do not know how to go about it. They may try to model themselves along the lines of an extremely popular peer or colleague, not taking into consideration that hereditary differences or long-standing habits may make it impossible for them to revamp themselves so easily. Meeting failures because the gap between their real and ideal personalities is too large leads to discouragement. This, in turn, dampens their motivation to make whatever changes they can make and leads them to believe that there is nothing they can do.
Please make it a point that significant people in an individual's life have a major effect on his personality patterns. These significant people set the pattern the individual tries to imitate and whose expectations he tries to conform to. The more they differ from him, the greater the gap between his ideal self-concept and his real concept. The amount of effort he will put into narrowing this gap will depend on the reason to change their self-concept.
In here, the attitude and relationship between you and your subordinates will act as the reason for the change. Please try to find the reason. Remember that people are most strongly motivated to change those traits which they believe will improve their social relationships and earn them greater social acceptance. Try to convert your employees into outward-directed individuals who are more susceptible to the opinions of others, thus having a strong motivation to change their personalities to conform to the approved standards.
Hope this gives insight into what is the reason behind your employees' indiscipline. There may be thousands of reasons as to why things happen in a certain way, but it always leaves a clue behind. Try to put yourself in their position and think about what would make you go to those social gatherings and what would stop you from coming to those gatherings.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
By the time a child has reached adolescence, he has formed a more or less precise image of what he and his culture expect of him as an adult. One of the principal problems for an adolescent then is to conduct his life so that he has the feeling he is achieving this ideal image of himself.
To achieve satisfaction, an adolescent must not only have a realistic self-concept, but he must also be willing to accept this self-concept even when it falls below what he had hoped for. This means that the gap between the real and the ideal self-concepts must be as narrow as possible.
Some people know how they would like to improve their personalities and have a strong motivation to do so, but they do not know how to go about it. They may try to model themselves along the lines of an extremely popular peer or colleague, not taking into consideration that hereditary differences or long-standing habits may make it impossible for them to revamp themselves so easily. Meeting failures because the gap between their real and ideal personalities is too large leads to discouragement. This, in turn, dampens their motivation to make whatever changes they can make and leads them to believe that there is nothing they can do.
Please make it a point that significant people in an individual's life have a major effect on his personality patterns. These significant people set the pattern the individual tries to imitate and whose expectations he tries to conform to. The more they differ from him, the greater the gap between his ideal self-concept and his real concept. The amount of effort he will put into narrowing this gap will depend on the reason to change their self-concept.
In here, the attitude and relationship between you and your subordinates will act as the reason for the change. Please try to find the reason. Remember that people are most strongly motivated to change those traits which they believe will improve their social relationships and earn them greater social acceptance. Try to convert your employees into outward-directed individuals who are more susceptible to the opinions of others, thus having a strong motivation to change their personalities to conform to the approved standards.
Hope this gives insight into what is the reason behind your employees' indiscipline. There may be thousands of reasons as to why things happen in a certain way, but it always leaves a clue behind. Try to put yourself in their position and think about what would make you go to those social gatherings and what would stop you from coming to those gatherings.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Engagement Activities.pdf
Employee Engagement Activities - .doc