Dear all seniors, In my around four years journey being as Manager HR, first time i get irritate, frustrate, confuse due to my employees strange behaviour. Let me explain the whole story. Currently i am associated with an IT software development company with the manpower strength of 70 employees and i am the only HR guy.
In last week of every month we use to arrange some event or activity or group task along with food just for employees interest. From last three months i found very cold response from them. Last two event i have to canceled as only 5 to 7 employees came for event out of 70. :blink: then i thought let change the concept so this time i have convinced our management for water park trip, but they asked me to organized the trip on nonworking day only (e.g. sunday). I was in impression that in this hot summer i will definitely get very good response from our employee for this cool water park trip, but surprisingly only 4 to 5 employee were ready for it. When i asked the reason to remaining persons for not participating then they said because it is on sunday :sleep:
Now i can't understand what to do? so far i have took many initiatives,Once i have also took opinion poll for our event, like "does monthly event motives you" 100% employees respond in yes (but at the same time they are not participating :wacko:). I have also took an emotional intelligence workshop, Team building workshop etc. but now i think that was all worthless..... And now i also lose courage and hope :unsure:
all i know is majority of them have salary problem with the management (they have imaginary salary expectation from management and management is not entertaining their imaginary expectation)
share your experience too..... (if it's a general scenario :icon2:) or give me some suggestion.
regards,
From India, Mumbai
7In last week of every month we use to arrange some event or activity or group task along with food just for employees interest. From last three months i found very cold response from them. Last two event i have to canceled as only 5 to 7 employees came for event out of 70. :blink: then i thought let change the concept so this time i have convinced our management for water park trip, but they asked me to organized the trip on nonworking day only (e.g. sunday). I was in impression that in this hot summer i will definitely get very good response from our employee for this cool water park trip, but surprisingly only 4 to 5 employee were ready for it. When i asked the reason to remaining persons for not participating then they said because it is on sunday :sleep:
Now i can't understand what to do? so far i have took many initiatives,Once i have also took opinion poll for our event, like "does monthly event motives you" 100% employees respond in yes (but at the same time they are not participating :wacko:). I have also took an emotional intelligence workshop, Team building workshop etc. but now i think that was all worthless..... And now i also lose courage and hope :unsure:
all i know is majority of them have salary problem with the management (they have imaginary salary expectation from management and management is not entertaining their imaginary expectation)
share your experience too..... (if it's a general scenario :icon2:) or give me some suggestion.
regards,
From India, Mumbai
Hi,
Its quite obvious that all your efforts are not fancying your employees because they are low on motivation and that too monetary motivation.
Would you like to work a meagre salary and eat in a 5 star for free !!
Would you like see a movie with colleagues when you now that their salary is better than yours!!
Would you like to give your 100% when you know that you'll not be paid for it!!
All things matter, your efforts are not going in a vain but its the management which is not able to live upto employees expectation and you may be told to create a 'better environment' in a lesser salary.
So, please talk to management, please take a 121 session with employees,
they may not want to speak coz of fear of losing jobs but it can be smelt with the way they are losing interest in your arrangements.
You are not to be blamed but being an HR you have to break the ice or else your employer will eventually lose good people.
Regards
Gunjan
From India, New Delhi
Its quite obvious that all your efforts are not fancying your employees because they are low on motivation and that too monetary motivation.
Would you like to work a meagre salary and eat in a 5 star for free !!
Would you like see a movie with colleagues when you now that their salary is better than yours!!
Would you like to give your 100% when you know that you'll not be paid for it!!
All things matter, your efforts are not going in a vain but its the management which is not able to live upto employees expectation and you may be told to create a 'better environment' in a lesser salary.
So, please talk to management, please take a 121 session with employees,
they may not want to speak coz of fear of losing jobs but it can be smelt with the way they are losing interest in your arrangements.
You are not to be blamed but being an HR you have to break the ice or else your employer will eventually lose good people.
Regards
Gunjan
From India, New Delhi
Gentleman,
I got your point that the basic issue is actual salary and expected salary.
Employee’s response to your recreational activities is primarily is due to the fact that they except if management is investing on such events why not they invest on our salary instead.
But, most of the organizations in India has same problem because compensation management practices are very uncertain in India.
Compensation practices are based on following factors:
1. Grade of city:-To estimate cost of living for example cities like Mumbai, Bangalore will be higher compare to any other B grade cities.
2. Nature of Industry: - IT, FMCG, BPO, Cement, Steel, Automobile etc.
3. Size of Industry: -Small Scale, Medium Scale, Large Scale, MNC, PLC, Pvt Ltd Co. etc
4. Region: Market Price of the jobs in the region where industry is located.
5. Skills Shortages: The Demand & Supply Ratio in market of skills determine the level of salaries
6. Quality of work life: Management: Generally jobs in the contemporary work environment offer sufficient rewards, benefits, recognition and control to employees over their actions. Although to some extent contemporary workforce are compensated appropriately, their personal spending practices, lifestyles, leisure activities, individual value systems, health and so forth can affect their levels of need. It is similar to the argument posted in the Maslow’s hierarchy of needs in which each individual has different level of needs because in reality what is important to some employees may not be important to others although they are being treated equally in the same organization. This definition, focusing on personal needs has neglected the fact that the construct of QWL is subjective and continuously evolves due to ever-growing needs of each and every employee.
HR managers have to explain these facts to the employee’s because most of HR managers presume that their employee’s are matured enough to understand this market phenomenon. Most of the Employees underestimate their present employer’s pay scale and presume that they deserve more salary but never assess their level of know-how and experience doesn’t fit into the market demands which offer their desired (excepted) salaries levels being practices in various segment/ Industry/Region/Size/QWL factors where they may be fit only after attaining expertise level and certain maturity to claim such remuneration as their market price.
For moving upward in the salary scale employee has to constantly upgrade and enhance his experience and expertise to become competent for higher pay and this process takes time. But most of employee’s believe in quick bucks in short span that are highly impossible until and unless they are placed in high-end jobs and rapidly growing economy segment where salaries are more volatile due demand of extraordinary talented employees which are in short supply.
The counseling to brain wash and eye opener in such cases is best approach to remove the doubt in the mind of employee because employee always carry feeling that his employer is under paying his potential than the market price which they mostly cited with some exceptions of relatives, friends who earn more than them as in justice to his job size and job price.
HR Manager’s maturity is most important in convincing employees the facts with some market survey figures to establish the facts about salary levels of employee are according to market practices this will remove their doubts and frustration level and will be motivating to invest their capabilities to grow as organization and reap benefits of salary growth. Because these are reciprocal and unless employee use his potential and perform companies will not grow and ultimately he will suffer as result of poor business results.
Regards
Badlu
From Saudi Arabia
I got your point that the basic issue is actual salary and expected salary.
Employee’s response to your recreational activities is primarily is due to the fact that they except if management is investing on such events why not they invest on our salary instead.
But, most of the organizations in India has same problem because compensation management practices are very uncertain in India.
Compensation practices are based on following factors:
1. Grade of city:-To estimate cost of living for example cities like Mumbai, Bangalore will be higher compare to any other B grade cities.
2. Nature of Industry: - IT, FMCG, BPO, Cement, Steel, Automobile etc.
3. Size of Industry: -Small Scale, Medium Scale, Large Scale, MNC, PLC, Pvt Ltd Co. etc
4. Region: Market Price of the jobs in the region where industry is located.
5. Skills Shortages: The Demand & Supply Ratio in market of skills determine the level of salaries
6. Quality of work life: Management: Generally jobs in the contemporary work environment offer sufficient rewards, benefits, recognition and control to employees over their actions. Although to some extent contemporary workforce are compensated appropriately, their personal spending practices, lifestyles, leisure activities, individual value systems, health and so forth can affect their levels of need. It is similar to the argument posted in the Maslow’s hierarchy of needs in which each individual has different level of needs because in reality what is important to some employees may not be important to others although they are being treated equally in the same organization. This definition, focusing on personal needs has neglected the fact that the construct of QWL is subjective and continuously evolves due to ever-growing needs of each and every employee.
HR managers have to explain these facts to the employee’s because most of HR managers presume that their employee’s are matured enough to understand this market phenomenon. Most of the Employees underestimate their present employer’s pay scale and presume that they deserve more salary but never assess their level of know-how and experience doesn’t fit into the market demands which offer their desired (excepted) salaries levels being practices in various segment/ Industry/Region/Size/QWL factors where they may be fit only after attaining expertise level and certain maturity to claim such remuneration as their market price.
For moving upward in the salary scale employee has to constantly upgrade and enhance his experience and expertise to become competent for higher pay and this process takes time. But most of employee’s believe in quick bucks in short span that are highly impossible until and unless they are placed in high-end jobs and rapidly growing economy segment where salaries are more volatile due demand of extraordinary talented employees which are in short supply.
The counseling to brain wash and eye opener in such cases is best approach to remove the doubt in the mind of employee because employee always carry feeling that his employer is under paying his potential than the market price which they mostly cited with some exceptions of relatives, friends who earn more than them as in justice to his job size and job price.
HR Manager’s maturity is most important in convincing employees the facts with some market survey figures to establish the facts about salary levels of employee are according to market practices this will remove their doubts and frustration level and will be motivating to invest their capabilities to grow as organization and reap benefits of salary growth. Because these are reciprocal and unless employee use his potential and perform companies will not grow and ultimately he will suffer as result of poor business results.
Regards
Badlu
From Saudi Arabia
Hello,
I don't think this problem is new to us :twisted: Its been there in good and bad times and we as HR's have to deal with it.
With recession this problem is on its peak I understand and it’s a serious issue as pressure is more, pay/salaries are irregular and management is ready to invest less for recreational activities so here we as HR's are tested as we need to keep the balance on both the sides.
My personal suggestion on this problem you are facing:
As you mentioned that people have lost interest in the regular month end events and the water park event which you organized on sunday (which is quite natural as people would like to spend a weekend with their family).
Now, here your Management is ready to spend on each individual a sum of atleast Rs 200(Roughly, I guess that’s what it costs even more maybe but lets stick to this) so this come to nearly Rs 14000.
You were doing the monthly events like cake cutting and few other and for that management was ready to do them in office timings so what you can do is motivate the public by ip, msging, chat, mail them from the morning that today (may be on Wednesday as less pressure) you can have a chance to win Rs 5000 at 5.00 pm. Sent reminders atleast 2-3 in between 10 am to 5 pm and ask them to gather in some conference terrace etc…
Now, here you can have different games, quiz, whatever you like apart from their daily work and start giving them monetary prices (one compiled or in parts as you think fit). I am not saying that at 1 go this will be a hit but we have a budget to organize 3 events in 2 months time.
Start doing it every 20 days so 2 months will be your and you will find the response at the second and third event more then the first as people feel they can win some monetary benefit and a sense of enthusiasm and competition amongst the team will increase.
Here your total investment is around Rs 7500/month for 70 employees with lets say 40 odd minutes and the return on investment is much more and also you will win back their confidence.
You can alter this as per your needs and try it for at least one quarter. I am sure it will help you out :p and as time passes by you will see that people will start coming to these events on their own. You can also have first comer price etc etc (think of all new prices which you can think of)
Do think over the same and don’t let waste that Rs 15,000 budget that you have got sanctioned go in vain :p
Regards,
Sourabh Deval
From India, Pune
I don't think this problem is new to us :twisted: Its been there in good and bad times and we as HR's have to deal with it.
With recession this problem is on its peak I understand and it’s a serious issue as pressure is more, pay/salaries are irregular and management is ready to invest less for recreational activities so here we as HR's are tested as we need to keep the balance on both the sides.
My personal suggestion on this problem you are facing:
As you mentioned that people have lost interest in the regular month end events and the water park event which you organized on sunday (which is quite natural as people would like to spend a weekend with their family).
Now, here your Management is ready to spend on each individual a sum of atleast Rs 200(Roughly, I guess that’s what it costs even more maybe but lets stick to this) so this come to nearly Rs 14000.
You were doing the monthly events like cake cutting and few other and for that management was ready to do them in office timings so what you can do is motivate the public by ip, msging, chat, mail them from the morning that today (may be on Wednesday as less pressure) you can have a chance to win Rs 5000 at 5.00 pm. Sent reminders atleast 2-3 in between 10 am to 5 pm and ask them to gather in some conference terrace etc…
Now, here you can have different games, quiz, whatever you like apart from their daily work and start giving them monetary prices (one compiled or in parts as you think fit). I am not saying that at 1 go this will be a hit but we have a budget to organize 3 events in 2 months time.
Start doing it every 20 days so 2 months will be your and you will find the response at the second and third event more then the first as people feel they can win some monetary benefit and a sense of enthusiasm and competition amongst the team will increase.
Here your total investment is around Rs 7500/month for 70 employees with lets say 40 odd minutes and the return on investment is much more and also you will win back their confidence.
You can alter this as per your needs and try it for at least one quarter. I am sure it will help you out :p and as time passes by you will see that people will start coming to these events on their own. You can also have first comer price etc etc (think of all new prices which you can think of)
Do think over the same and don’t let waste that Rs 15,000 budget that you have got sanctioned go in vain :p
Regards,
Sourabh Deval
From India, Pune
Hello,
I don't think this problem is new to us :twisted: Its been there in good and bad times and we as HR's have to deal with it.
With recession this problem is on its peak I understand and it’s a serious issue as pressure is more, pay/salaries are irregular and management is ready to invest less for recreational activities so here we as HR's are tested as we need to keep the balance on both the sides.
My personal suggestion on this problem you are facing:
As you mentioned that people have lost interest in the regular month end events and the water park event which you organized on sunday (which is quite natural as people would like to spend a weekend with their family).
Now, here your Management is ready to spend on each individual a sum of atleast Rs 200(Roughly, I guess that’s what it costs even more maybe but lets stick to this) so this come to nearly Rs 14000.
You were doing the monthly events like cake cutting and few other and for that management was ready to do them in office timings so what you can do is motivate the public by ip, msging, chat, mail them from the morning that today (may be on Wednesday as less pressure) you can have a chance to win Rs 5000 at 5.00 pm. Sent reminders atleast 2-3 in between 10 am to 5 pm and ask them to gather in some conference terrace etc…
Now, here you can have different games, quiz, whatever you like apart from their daily work and start giving them monetary prices (one compiled or in parts as you think fit). I am not saying that at 1 go this will be a hit but we have a budget to organize 3 events in 2 months time.
Start doing it every 20 days so 2 months will be your and you will find the response at the second and third event more then the first as people feel they can win some monetary benefit and a sense of enthusiasm and competition amongst the team will increase.
Here your total investment is around Rs 7500/month for 70 employees with lets say 40 odd minutes and the return on investment is much more and also you will win back their confidence.
You can alter this as per your needs and try it for at least one quarter. I am sure it will help you out :pand as time passes by you will see that people will start coming to these events on their own. You can also have first comer price etc etc (think of all new prices which you can think of)
Do think over the same and don’t let waste that Rs 15,000 budget that you have got sanctioned go in vain :p
Regards,
Sourabh Deval
From India, Pune
I don't think this problem is new to us :twisted: Its been there in good and bad times and we as HR's have to deal with it.
With recession this problem is on its peak I understand and it’s a serious issue as pressure is more, pay/salaries are irregular and management is ready to invest less for recreational activities so here we as HR's are tested as we need to keep the balance on both the sides.
My personal suggestion on this problem you are facing:
As you mentioned that people have lost interest in the regular month end events and the water park event which you organized on sunday (which is quite natural as people would like to spend a weekend with their family).
Now, here your Management is ready to spend on each individual a sum of atleast Rs 200(Roughly, I guess that’s what it costs even more maybe but lets stick to this) so this come to nearly Rs 14000.
You were doing the monthly events like cake cutting and few other and for that management was ready to do them in office timings so what you can do is motivate the public by ip, msging, chat, mail them from the morning that today (may be on Wednesday as less pressure) you can have a chance to win Rs 5000 at 5.00 pm. Sent reminders atleast 2-3 in between 10 am to 5 pm and ask them to gather in some conference terrace etc…
Now, here you can have different games, quiz, whatever you like apart from their daily work and start giving them monetary prices (one compiled or in parts as you think fit). I am not saying that at 1 go this will be a hit but we have a budget to organize 3 events in 2 months time.
Start doing it every 20 days so 2 months will be your and you will find the response at the second and third event more then the first as people feel they can win some monetary benefit and a sense of enthusiasm and competition amongst the team will increase.
Here your total investment is around Rs 7500/month for 70 employees with lets say 40 odd minutes and the return on investment is much more and also you will win back their confidence.
You can alter this as per your needs and try it for at least one quarter. I am sure it will help you out :pand as time passes by you will see that people will start coming to these events on their own. You can also have first comer price etc etc (think of all new prices which you can think of)
Do think over the same and don’t let waste that Rs 15,000 budget that you have got sanctioned go in vain :p
Regards,
Sourabh Deval
From India, Pune
hi rohit,
i have asked them also at the time of 'Employee satisfaction survey'
their answer was very diplomatic they told like whatever company do in monthly event should be for employees interest only. Now tell me yar the water park trip is for whose interest!! but still they are not ready. Apart form that if in your organization there is 50 employees and you ask them to suggests the activity for such kind of monthly event then you will received 50 suggestion :icon6: one will say cricket match, another will say movie is good idea third one will ask for outing :icon7: now we don't have any Allaudin's Jadu-e chirag that we can fulfill every once wish :(
i think now a day employee became very smart and always give tough time to HR guys :icon10: and while motivating them we are losing our motivation, see because to motivate them we always demand something extra or always looking for some special approval from management and in all these breathless running we are losing our motivation and moral.
now i can understand that It's very difficult to deal with human being...
anyway thanks for your reply
From India, Mumbai
i have asked them also at the time of 'Employee satisfaction survey'
their answer was very diplomatic they told like whatever company do in monthly event should be for employees interest only. Now tell me yar the water park trip is for whose interest!! but still they are not ready. Apart form that if in your organization there is 50 employees and you ask them to suggests the activity for such kind of monthly event then you will received 50 suggestion :icon6: one will say cricket match, another will say movie is good idea third one will ask for outing :icon7: now we don't have any Allaudin's Jadu-e chirag that we can fulfill every once wish :(
i think now a day employee became very smart and always give tough time to HR guys :icon10: and while motivating them we are losing our motivation, see because to motivate them we always demand something extra or always looking for some special approval from management and in all these breathless running we are losing our motivation and moral.
now i can understand that It's very difficult to deal with human being...
anyway thanks for your reply
From India, Mumbai
Hello,
I have not yet read others opinions...so pls bear with me if I am repeating any suggestions pointd out by them.
- What motivates you - may not motivate me
For instance - if I dont get a nod or a smile by my Senior Management - but just a yearly hike... I'd rateher not work.
That is what motivates me :-)
Do you get the point? First identify "what" motivates your employees. They may be having issues that needs to be confronted first hand. Your ideas are brilliant... I would say - Really good.
But just do an initial task of identifying what motivates your employees - this is "the need factor"
which may be Money (salary revision / monetary rewards/ performance hikes), status (title upgradation, personalized benefits), or even non monetary aspects like - an email from Head HR or even the director - acknowledgign ones efforts.
BEfore you test on how they are happy with the motivation programmes, why dont you do a survey on "what will you suggest to make the place a lovely place to work"
So, initially - meet those needs of the employees that are immediate - it may be even as simple as providing a neat and nice area/space of work! Please find that out.
Your employees are not behaving strangely - they are changing due to some issues (at personal/work front) that may force them to act so.
Imagine - if a person is having a sick family member at home, or if someones wife is due for delivery, or if someones kid is not well and may feel sad beign left out at home on a Sunday, or if there is a financial crisis, or a marriage, or not a very understanding family - there are "n" number of reasons why they can justify their non participation.
I think - u have a great task ahead. Find out what motivates them.
About the high salary expectation - let them know you are within the industry standards. Let not a salary issue be the reason for being demotivated. You can always make a non monetary reward policy.
Give away free dinner coupons for family in a 5 star hotel
Give away shopping coupons with discount price
Now that its holiday - children may fun in learnign some useful skills like swimming, or paiting.. or even learnign a musical instrument. Motivate employees to encourage theior kids participate in such activties and suggest locations for the same. Its more personal and - trust me...they will love such initiatives.
From India, Madras
I have not yet read others opinions...so pls bear with me if I am repeating any suggestions pointd out by them.
- What motivates you - may not motivate me
For instance - if I dont get a nod or a smile by my Senior Management - but just a yearly hike... I'd rateher not work.
That is what motivates me :-)
Do you get the point? First identify "what" motivates your employees. They may be having issues that needs to be confronted first hand. Your ideas are brilliant... I would say - Really good.
But just do an initial task of identifying what motivates your employees - this is "the need factor"
which may be Money (salary revision / monetary rewards/ performance hikes), status (title upgradation, personalized benefits), or even non monetary aspects like - an email from Head HR or even the director - acknowledgign ones efforts.
BEfore you test on how they are happy with the motivation programmes, why dont you do a survey on "what will you suggest to make the place a lovely place to work"
So, initially - meet those needs of the employees that are immediate - it may be even as simple as providing a neat and nice area/space of work! Please find that out.
Your employees are not behaving strangely - they are changing due to some issues (at personal/work front) that may force them to act so.
Imagine - if a person is having a sick family member at home, or if someones wife is due for delivery, or if someones kid is not well and may feel sad beign left out at home on a Sunday, or if there is a financial crisis, or a marriage, or not a very understanding family - there are "n" number of reasons why they can justify their non participation.
I think - u have a great task ahead. Find out what motivates them.
About the high salary expectation - let them know you are within the industry standards. Let not a salary issue be the reason for being demotivated. You can always make a non monetary reward policy.
Give away free dinner coupons for family in a 5 star hotel
Give away shopping coupons with discount price
Now that its holiday - children may fun in learnign some useful skills like swimming, or paiting.. or even learnign a musical instrument. Motivate employees to encourage theior kids participate in such activties and suggest locations for the same. Its more personal and - trust me...they will love such initiatives.
From India, Madras
Hi, My opinion is to make arrangements for motivating employees to an extent . That will change the situation Soja
From India, Kochi
From India, Kochi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Job Work-outwork employees.docx