Human resource is indeed the most instrumental element of any enterprise. But similar to machines, even employees are put to work through projects, assignments, and deadlines. The same may appear as a well-defined structure where people know what to do, how to do and until when to complete the task; the other side of the story, however, has a worker who wants to merely finish the job, for she doesn’t see any further stimulus to walk an extra mile.
Let this not happen to your enterprise, if at all you are to sustain in this highly competitive and shrinking business world for long.
Engaging and inspiring your workforce, especially those who are remarkably talented and self-motivated, is more a necessity than a choice. And the best part is this isn’t complicated or something that may result in cost overruns.
While conventional businesses have relied on monetary incentives and rewards and recognition tactics (which are tried and tested models of high returns) to motivate personnel for delivering more than what they would under ordinary conditions, businesses of this era need a re-think to this approach.
Not all employees, particularly ones that consider work above money and are highly intelligent and self-motivated, see these incentives and/or certificates as driving forces. So what do they need? A pat on their back or a special mention in team meets? Probably not. Being able to infuse one’s approach in one’s work (independence in h andling the task) is the most precious reward for such employees.
And this needs breaking the barriers and shattering of old defined ways to achieve the task. Why should the supervisor decide monthly targets, why not the employee herself/himself? Why should there be any upper limit as the benchmark for quality, why not allow workers identify their yardsticks for excellence? Highly intelligent and challenge seeking employees, also called “knowledge workers” by Professor Peter Drucker, value independence, and authority to take decisions.
Google India was lately declared as the best employer. The work culture of the organization has been attempted to be replicated by many others, but not many have been able to derive similar outputs. It is to be noted that Google allows every employee to work on her/his personal project for a few hours in a day; not difficult to find an answer as to why many ex-Google employees have founded their own thriving ventures!
From free food to bike rides, from freedom to work from home to allowing easygoing clothes on the work floor, Google has identified what others couldn’t.
Indeed, exact duplication isn’t the way out, for your enterprise and employees seek a distinct approach. But it’s assured that a motivated employee will only add to your profitability. From allowing pets at work once a week to rewarding best employees with a stake in the business, explore what the best solution for you is! The bottom line is ‘promote talent for the good of both your employee as well as business, not manage or only reward it.’
Also read: The Bug called ‘Entrepreneurship’
