Reverting to demotivation of staff at the end of year?
The motivation can cause much more serious problems than entrepreneurs think, as the high rate of turnover, low productivity, delay in tasks, defaults and little commitment
At year-end period usually the motivation of some employees are more visible, mainly because it is a period of personal and professional evaluations, and also to intensify work to achieve goals or to leave the ‘path’ free for the period vacation. But this is just a reflection of all that occurred during the year, the real reasons that lead to demotivation of the employees of a company are known.
Among these the most important are lack of a career path, impossible challenges, lack of recognition of the work performed, lack of a variable compensation plan, poor organizational climate and personal problems.
However, the result of these problems for companies can be much more serious than entrepreneurs think, among which highlight the high rate of turnover, low productivity, delay in delivery tasks, constant shortages, lack of commitment and even sabotage. To get an idea Harvard University has studies showing interesting results in this area.
One of the examples we quote is taken from research on individual motivation and groups: a professional can go through life with a yield of 25% of their working capacity and still keep his job. The same individual, motivated properly, grows its performance, reaching 80% of its capacity.
This is a key issue for business leaders is to detect employees who may be discouraging and change this situation. One way to accomplish this is an organizational climate survey and get constant feedback from employees, but not only that, the leader must be careful, because an employee who is starting to discourage can be easily detected in daily life which facilitates much to change the situation. Provided that a person in this situation can easily infect the desktop, directly or indirectly.
To make life easier for the company leaders can implement policies that result in great results among which are:
- Implement special actions for the period, as home parties, year-end baskets, among others;
- Leave already clear from the corporate objectives for 2015, showing the importance of employees to achieve;
- Make an organizational climate survey with well-structured methodology and thorough analysis of the results;
- Implement a performance evaluation plan with a good attendance and assessment 360 degrees;
- Develop a plan for jobs and wages based on well-defined powers and rules that must be very well publicized;
- Implement a career plan aimed at retaining talent so scarce today;
- Evaluation of the primary needs of employees and provide benefits packages that can supply them;
- Proper communication policy, leaving no room for “pawn radio” and allowing everyone agrees with the company’s mission.
Full article: http://www.administradores.com.br/
About Administrador
