Employees get connected to an organisation if it offers a sense of belongingness. | Photo Credit: Getty Images/iStockphoto
Everyone loves to be employed in an organisation which ensures security, safety and freedom. But is it possible to get all of these from our jobs? The answer is a resounding “no”. There are certain things such as a good salary package or freedom in the workplace which attract us in the beginning of our career, but as time progresses, we tend to lose our interest in them too. This brings us to the question: what keeps us motivated in an organisation? A close study on the workforce’s shifting priorities would reveal that it is not just salary or the freedom people enjoy that would keep them connected with the organisation, but the way in which they are made to feel while in the service of that organisation which keeps employees motivated.
It is true that salary plays an important role while considering an organisation for a job. But the context from where an applicant applies for the job will change once he is on board. When money flows into his account as salary, the priority will change. Hence, salary might be the first thing that attract people to an organisation, but that is not the only thing which keeps people connected to an organisation. No doubt people enjoy freedom in their workplace. Still, mere freedom alone will not inspire an employee to stay in the job. There are five factors which are critical in motivating and inspiring employee’s trust in an organisation.
The first factor is the “respect” for the service being rendered. Due respect implies how the employee has been made to feel in the company. Every encounter that an employee has with the administrators of the organisation will give him that feeling if he is valued or not and this feeling is what is going to inspire the employee in the first place in his choice to continue serving there or to think of a change.
The second factor which keeps an employee remain motivated is “transparency” in administration. The policy of the company and the process of administration have to be transparent. All official communication has to be clear and a system has to be in place to oversee and monitor the progress and address the concerns and grievances.
The third one which motivates workforce is the “culture of reward and recognition”. Every employee expects his service to be recognised. As we know, we can’t appreciate every little thing that has been done, but making it a point to recognise the notable contribution is very critical in building relationship and promoting a productive work culture. Employees would feel valued only when their contributions are counted and recognised.
The fourth factor which keeps an employee connected to his organisation is “humane understanding”. It is found these days that the system in operation in an organisation gives no scope for understanding the concerns of individuals. The people who run the system should have a human heart to understand the individual concerns. This is not a sign of weakness, but that of maturity. Firmness in objectives and flexibility in our approach to realise the objectives of the company will go a long way in building trust.
The fifth factor which inspires people to get connected with an organisation is “the sense of belongingness” that it offers. An organisation gives its members a sense of identity and it increases the employees’ sense of self-worth. The employees will feel they are valued in society thanks to their association with the organisation. The organisation which has carefully created a positive image in the public will attract people of talent and skills and they will continue to serve the organisation for the feeling of pride they feel and sense of identity that “the larger power body” offers.
Hence, it is important for the organisation to recognise that there are several other factors besides salary and freedom which attract people to it and make them remain connected.
prof.thameem@gmail.com
Published – December 29, 2024 02:01 am IST
