Lack of Motivation and Commitment at Work is one of the greatest challenges for organizations today, particularly for HR functions. It is crucial to create and maintain a motivated and committed workforce. We often find ourselves discussing the following topics:
- How to motivate employees
- Laws of Motivation
- Frequent changes in employment
- Resignation & Notice Period
- How to improve the efficiency of employees
- Employee Engagement
- Talent Acquisition
These topics are all related to the main concern of Lack of Motivation and Commitment at Work, which is a significant reason for the high attrition rate that troubles us.
Most of the time, the biggest problems we see are Lack of Confidence & Motivation and the frequent job changes by employees, especially new employees, freshers, or candidates who have just started their careers and are entering professional life. They are in need of motivation.
We all know how important it is for HR personnel to maintain motivated and committed employees and their performance at work. Workforce stability is crucial from the perspective of reputation and goodwill. The skills and efficiency of employees benefit both the employer and the employees. This leads to a positive public image in the market, attracting competent and qualified individuals to the organization. I believe that our older employees play a vital role in motivation. The more experienced they are, the better they adjust to the organization, benefiting the enterprise.
Often, when discussing high attrition and resignation reasons, we question, "Why and where is the HR function lacking in this regard?" The role of Lack of Motivation of Employees is a significant issue. We cannot solely blame competitors for offering high salaries and extra perks that attract employees. There is a gap in knowledge, skill, and attitude. Therefore, I am here to discuss How to Handle This Problem.
We know that the more motivated the employees are, the more empowered the team is. Teamwork and individual employee contributions lead to a more profitable and successful business. Motivation fosters an optimistic and challenging attitude in the workplace, which is essential for us.
This topic is part of my PhD research. I understand its importance for all of us. During my research, I found that many people are concerned and taking action, but they are not focused or serious about it.
Here are a few questions to clarify my concerns:
- What are we doing in this regard?
- How many of you are sincerely running programs to motivate employees and taking this seriously?
I seriously want to know:
- How many of you have implemented such programs, and when do you feel the need to go for this program and why?
- What are the best solutions to this problem?
- How do classical theories of motivation, such as Maslow and Herzberg's theories, and other modern theories of motivation work, and which ones are you working with?
What do you believe are the best, practical, and good solutions you are working with?
I would be highly obliged to have your views on this.
Warm Regards
From India, Gurgaon
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672- How to motivate employees
- Laws of Motivation
- Frequent changes in employment
- Resignation & Notice Period
- How to improve the efficiency of employees
- Employee Engagement
- Talent Acquisition
These topics are all related to the main concern of Lack of Motivation and Commitment at Work, which is a significant reason for the high attrition rate that troubles us.
Most of the time, the biggest problems we see are Lack of Confidence & Motivation and the frequent job changes by employees, especially new employees, freshers, or candidates who have just started their careers and are entering professional life. They are in need of motivation.
We all know how important it is for HR personnel to maintain motivated and committed employees and their performance at work. Workforce stability is crucial from the perspective of reputation and goodwill. The skills and efficiency of employees benefit both the employer and the employees. This leads to a positive public image in the market, attracting competent and qualified individuals to the organization. I believe that our older employees play a vital role in motivation. The more experienced they are, the better they adjust to the organization, benefiting the enterprise.
Often, when discussing high attrition and resignation reasons, we question, "Why and where is the HR function lacking in this regard?" The role of Lack of Motivation of Employees is a significant issue. We cannot solely blame competitors for offering high salaries and extra perks that attract employees. There is a gap in knowledge, skill, and attitude. Therefore, I am here to discuss How to Handle This Problem.
We know that the more motivated the employees are, the more empowered the team is. Teamwork and individual employee contributions lead to a more profitable and successful business. Motivation fosters an optimistic and challenging attitude in the workplace, which is essential for us.
This topic is part of my PhD research. I understand its importance for all of us. During my research, I found that many people are concerned and taking action, but they are not focused or serious about it.
Here are a few questions to clarify my concerns:
- What are we doing in this regard?
- How many of you are sincerely running programs to motivate employees and taking this seriously?
I seriously want to know:
- How many of you have implemented such programs, and when do you feel the need to go for this program and why?
- What are the best solutions to this problem?
- How do classical theories of motivation, such as Maslow and Herzberg's theories, and other modern theories of motivation work, and which ones are you working with?
What do you believe are the best, practical, and good solutions you are working with?
I would be highly obliged to have your views on this.
Warm Regards
From India, Gurgaon
Acknowledge(0)Amend(0)
In my experience, motivation is a responsibility of all individuals and not just HR. HR can play a facilitating role by reviewing compensation & benefits, rewards & recognition schemes, organizational structure, HR policies, etc. In terms of direct motivating effect, the most crucial role is that of the reporting manager/supervisor of the employee.
Sucking the meaning out of work is surprisingly easy. If you are a manager who really wants to demotivate your employees, destroy their work in front of their eyes. Or, if you want to be a little subtler about it, just ignore them and their efforts. On the other hand, if you want to motivate people working with you and for you, it would be useful to pay attention to them, their effort, and the fruits of their labor.
All the motivation theories you mentioned suffer from a limitation in the sense that while the theories are great, organizations usually struggle with implementing practices befitting those theories. The challenge is either for the organization to find a model to implement these theories or if they have the resources, then employ HR consulting firms for the same.
One of the areas you could look at is the field of behavioral economics being researched in the US & Israel. The field of behavioral economics along with NLP offers models which can be implemented, and research now proves how these implemented models actually complement the traditional theories.
All the best.
Best regards,
Anil
From India, Pune
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Sucking the meaning out of work is surprisingly easy. If you are a manager who really wants to demotivate your employees, destroy their work in front of their eyes. Or, if you want to be a little subtler about it, just ignore them and their efforts. On the other hand, if you want to motivate people working with you and for you, it would be useful to pay attention to them, their effort, and the fruits of their labor.
All the motivation theories you mentioned suffer from a limitation in the sense that while the theories are great, organizations usually struggle with implementing practices befitting those theories. The challenge is either for the organization to find a model to implement these theories or if they have the resources, then employ HR consulting firms for the same.
One of the areas you could look at is the field of behavioral economics being researched in the US & Israel. The field of behavioral economics along with NLP offers models which can be implemented, and research now proves how these implemented models actually complement the traditional theories.
All the best.
Best regards,
Anil
From India, Pune
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