Thanks Veerendra. I have a clearer picture of where you fit in. You have set yourself a huge task, and I would ask you to examine your reason for tackling such a challenge. The reason why I say this is that probably the biggest determinant of an employee’s engagement/motivation is their relationship with their immediate supervisor/manager and, tied to this, the quality of that supervision/management. All of the HR policies, procedures, systems and programs in the world will have little effect if you ignore this vital factor.
I ask you to consider your role and responsibilities as HR Assistant. Are you really responsible for the quality of the relationship between each supervisor and their employee? Yes, you can make yourself personally responsible, but for what purpose? What I am saying is that with low employee motivation, there is no quick fix. You can’t just run a two-hour team-building session or go out for a social dinner and all will be fixed.
You will need to run a proper diagnostic to determine the strongest factors leading to low engagement in your organization – probably using an outside consultant for expertise and impartiality. Before this and throughout the process you will need the total commitment of the senior management team because it will require time, money and perseverance.
You may find that there are a number of factors that require work. You may have supervisors with poor supervision skills, you may have employees being rewarded for the wrong behaviors, you may have an executive team with no strategic direction, you may have people on very low pay rates, you may be employing people unsuited to the job, you may have a domineering CEO, and so on and so on.
Getting back to your role as HR Assistant, are you really responsible for fixing any/all of the above company shortcomings? What is your budget? –your mandate from the senior management? –your expertise? I really admire your commitment to the company and wish you a long and successful career in HR – and I would not want your commitment and enthusiasm to wane. I suppose I have seen too many quick fixes in my time that only led to employees becoming even more disillusioned because managers were not really committed in the first place. I just would like to see you go into this with both eyes open.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com