THE INCENTIVE TO WORK

As a people’s organization (which we consider ours as one), a significant element that contributes to the productivity of the organization is the trend in “employee sentiments.” I would say that given the long-working hours and continuous evolution of our work process, we always tend to be on our toes and this creates a very good competitive environment. May be, that’s what spurs me to consider our daily time “deadlines” as “lifelines.” I feel that its time we realized the key to balance our work and life. I believe that as we take our work in a more enjoyable manner, we create the opportunity to satisfy ourselves, with minimum conscious efforts.

Here, I would like to quote Mr. Srinivas Rao Kandula, Head-Human Resources, iGate, “Today, the fear of the unknown has affected employee sentiment. They are less ready to move to unfamiliar environs amidst new people.” With this kind of paradigm shift, I feel we owe ourselves the duty to motivate the self and peers alike. Each employee is an asset to the organization and it becomes vital to maintain the satisfaction levels in work. Adding to this is the issue of maintaining consistency in performance and keeping the motivation levels high, despite the monotonous work.

Now it’s the turn of the HR

When an employee joins an organization, the greatest challenge the HR department faces in most organizations is on-boarding new joinees. I strongly believe that the new entrant needs to be made aware of the realistic situation from day-one itself, by keeping an eye on the motivation levels of the employee. Motivational training is still in its evolving phase, but we can always start it right where we work.

Creating the environment for knowledge-sharing activities

I feel there are some ways by which we can break monotony in work and fillip ourselves up:

1. We need to identify whether team members view knowledge as a public good belonging to the whole organization. Motivating employees to share knowledge on any domain they are comfortable with will foster a seamless transition.

2. One common constraint here is, when individuals give the highest priority to the interests of the organization, they tend to shy away from contributing knowledge for a variety of reasons. The reasons being:

  • Fear of criticism
  • Unsure of the significance of contribution thereby afraid of misleading the team members

3. To remove the identified barriers, there is a need for developing various types of trust, ranging from the knowledge-based to the institution-based trust.

The benefits of a motivated team:

  • Motivated employees always look for better ways to do a job
  • Motivated employees are more quality oriented
  • Motivated workers are more productive

The aforesaid points can be collated to reach a conclusion, which justifies the need to spruce up ourselves and strike a balance between our work and life. For satisfaction in our profession highly complements our social well-being. The more we enjoy the daily responsibilities in office, keeping realistic targets and fulfilling our priorities, the better will be our holistic growth.

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