‘Why My Horse Doesn’t Drink’ Learn To Motivate People Around You

“You can bring a horse to the pond, but cannot make it drink water without its will” is an old proverb. However, irony is that it is even true for human beings…
Have you ever confronted with any of these questions as to…
• “Why this person does not work”
• “Why do I always get bad people (Colleagues and Superiors) to work with?”
• “I will never get good people to work with.”
• “I’ have never met such an ungrateful person.”
• “I love my people. Why does this colleague of mine hate me?”
• “This person just wants to embarrass me.”
…and if you have answers to any of the above-mentioned question, please do share with me. I am in the process of bringing out next edition of my book, ‘Why My Horse doesn’t Drink’ Learn to motivate people around you which is now seven year old and still selling very well across the globe. Vivek

Hi,

Horses won't drink unless the need arises. Today, needs are not natural; business experts create them. Motivation is far from understanding belongingness, and unfortunately, many business units fail to create this belongingness among employees. I hope horses will drink if they know that the water is theirs only.

Thanks,
Bijay

Hi,

I think the reason behind horses not drinking water is that there is no thirst (ambitions) left, and whatever requirements they have in terms of water (money, etc.) are fulfilled by itself, and there is no willingness required from their end. I agree with Mr. Bijay that there is no belongingness left among employees as well as employers also, as employees keep on changing their jobs on a frequent basis to increase their CTC because they know within the same company they will not be able to get good appraisals as they were not working well, or we can say that they were not drinking water.

A very nice and fruitful topic for discussion.

All the best!

Garima

Hi,

My suggestion is that the right people should be placed in the right job with a suitable salary, environment, and rewards. Otherwise, they may not get the right work, salary, and environment. All of the above points are basic needs of workers. If the employer provides all these needs, the worker will be happy and productivity will increase. This is what we call motivation.

Thanks & Regards,

P. Vinothkannaa
9448993641

Hi,

Thanks, Garimaji, for the support. I handle a full team of employees, and unfortunately, employers' perception is not progressive towards them. Hence, I have to deal with many unsatisfied employees to retain them. It takes a lot of effort to make them understand and motivate them. It's my daily work. However, I feel the top management must understand that people will only dedicate themselves if they have their future secured. Talent and skills can be hired, but retaining them is equivalent to making them drink water. Unfortunately, many enterprises lack clear and transparent retention policies.

Thanks,
Bijay

True, Mr. Bijay. I am also working for an IT company and dealing with many folks from Sales and Marketing on a PAN-India basis. I also feel that there must be a proper career path for every employee so that people should know where they are on the ladder and where they can reach.

All the best...!!!
Garima

Dear Vevik,

I must say, all these points generally happen with honest people, but generally top management including the owner of the company create such a working culture/environment for their own benefit because they have grown accustomed to the environment/policies of divide and rule.

Good Luck,

Maqsood

Dear Mr. Vivek,

There are various of our horses not drinking the water:

1) Either this water is not what they wanted - like unmatched roles, profiles, and responsibilities which they are not interested in but forced into.
2) This is not the kind of water they thought it would be - profiles/pay/designations/seniors not matching their expectations.
3) Water, by their definition, is something else - maybe colorful.
4) I don't like water anymore - needs to be changed to something else.
5) My thirst is gone - self-motivation is reduced due to many reasons - seniors/colleagues/work culture/pay/work.
6) His/her water tastes better than mine or he is getting more water than me - comparisons.
7) I am not a horse anymore - MAYBE I AM A UNICORN - unique in itself.
Think about it!

Regards,
Shriya!

Dear Nandanan,

Thank you for your comment. If 100% behave the same, nobody can work in the org., but practically all these happenings, whatever I have written.

Bye,
Maqsood

Hi Shriya,

Up to some extent, you are correct. However, in some organizational environments, structures are created for their benefit, and all decisions are taken by only one or two people.

Maqsood

Dear Vivek,

I just wanted to give you a thumbs up for your upcoming edition of the book.

Amber

Some more reasons are:

1. Organizational politics are created from the topmost level of management.

2. "Divide and rule theory" is used by almost all departments at all levels.

Dear Mr. Vivek,

I fully concur with what Shriya has explained. Also, please consider this: Are most of us not looking for some kind of a reward, be it intrinsic or extrinsic...? In general, our attitude towards most things and tasks is, "What's In It For Me?"

It is one of the most powerful statements that drives us towards any work or activity. We may not ask it openly, but most often our thought process is controlled by this - "What's in it for me?"

If a manager is able to provide his staff members with an orientation that answers this question, many of the motivational issues at work could be solved.

Good luck with your book!

Regards,
Purva

Putting ourselves in all stakeholders' shoes, one after the other, I believe Shriya Ji's comment above has broached the maximum and multiple factors angle that can come into play on why things are different from what was expected.

The finalization of anyone's stand/side to be the truth will be true indeed only when that state is faced by those players involved on a repetitive basis. For example, if an employee is considered less loyal/productive, etc., is it a one-off situation? Or if an employer is deceiving/too demanding, etc., was that a one-off situation.

Over time, as we get used to work, we probably need more than what is offered or more than what we are able to do. It can make the same work easier to be done with assistants to then scale over to the next higher ladder. Similarly, with employees expecting better/higher CTC year on year, the employer too would expect that the results produced are more than earlier, tasks/time/resources have been reduced drastically by our contributions, etc. The easier way out for the players seems to be to jump the company for increased CTC or terminate the contract once core results are obtained. Yet, it is heartening to see a lot of companies forging a strong bond that has lasted for several years, joined just after teenage and will be retiring from the same company with contributions to the company and sincere appreciation and rewards in return. Anyone still having complaints should look inwards first, check for repetitive situations before assessing the opposing party to be at fault. Finding a new employee is just as risky, futile, or beneficial as finding a new company.

So...talk to the horse!

Dear Vivek,

On a lighter note, first, we need to ensure that horses are not doing donkey's work. I think one of the reasons could be a lack of trust between the employees and employers. Once trust prevails, all other things fall into place. Having the right people in the right job will lead to better job satisfaction, which will act as a driving force to keep them motivated.

Thanks for starting such an interesting topic!

Mujeeb

Very good topic for discussions. Let us continue discussing other useful topics like this.

With regards,
V. Subbarao

Hi,

Garima, thank you. You are right, and I feel that we HR professionals have the responsibility to create awareness through training and career counseling to assure employees that they have a definite and golden future provided they give their 100%, and our management appreciates that.

Shriya is right, and I appreciate the explanation. Broadly observed by me, I feel that all the waters should be created and served so that horses must feel like having it forever. Unfortunately, the business arena doesn't have this feeling due to shrewd business practices.

We all have business goals aligned with those of organizations and do come across unjust and unethical practices, but we as HR professionals fail to ensure that only ethical practices, best practices, and the next creative practices are to be inculcated in the organization even if the top management/owners are reluctant.

Why do decisive employees, including managers in the category, fail? The answer is, "Paapi Pet ka sawal hai Ya Phir Paapi Career ka sawal hai."

HR - Human resources have probably lost that "human" among us. So, let us appreciate and be proud that we are people for people and will pave the path for goodwill and good causes.

As per this quote from Mr. Deepak Parekh, Chairman, HDFC, "You can't manufacture culture. Culture builds in an organization over a period of time. And the tone at the top must be integrity and value systems."

Thanks.

Bijay

Seniors have provided information very well.

Though I would like to add a few more quotations:

"Keechad mein se kamal khilta hai"

"A rose grows amongst thorns"

Explanation: In today's world, people have somewhere lost the patience and interest in their works, life (as per quotations above). They are no longer as passionate about their roles as they were a generation ago. However, there are a few exceptions to this rule as well, but I will not be dwelling into those here. In other words, there is a great personal and professional imbalance.

This has to be blamed more on how a person has been brought up. Since their childhood, people have been compared with/against peers, cousins, etc. Value for money has replaced value for family time. Cut-throat competition has created an atmosphere where people are more overworked and paid less. It further does not help if lazy people are promoted/recognized for taking a hard-working, honest, and sincere person's work.

Everybody is more focused on how to achieve more via the shortcut method, be it the bosses, colleagues, management, etc. - mostly "not compromising on anything" style.

In the end, we are having more frustrated and lost souls out there than we had a generation ago. There is a great paradigm shift in the lifestyles of people since the last 20 years or so.

I think that everything combined with all the suggestions from the seniors above have created a very negative and biased work environment in which an individual just has not much choice than to "go with the flow".

I believe that we are all responsible for creating a stress-free and comfortable work environment. The top management and HR can only do so much as to lead the way. But it's up to an individual (with great emphasis on the word) to determine his/her goals in life and how to go about achieving them.

Hence, the proverb: "You can bring a horse to the pond, but cannot make it drink water without its will".

Hi Vivek,

The answer to your question is simple - you can predict what the weather will be like ten years from now correctly, but you cannot predict how a human being will behave in the next second! Human beings are unpredictable. Take what is happening in political circles. The Samajwadi Party led by Mulayam Singh and the Indian National Congress fought against each other in the state elections recently. They were fighting against each other. Now SP is extending support to INC! Mayawati lost the election but now supports Congress after her defeat in the elections! Yediyurappa chose Sadananda Gowda to be his successor but now he wants him to be removed! I do not want to give such examples for obvious reasons. Hence, it is very difficult to know what will satisfy a person in the future.

The best way to motivate a person, at least it appears to me, is to lead by example. Mahatma Gandhi is one shining example of this. When I visited Sabarmati Ashram near Ahmedabad a few years ago, there are inmates who still write twenty letters by hand today! They wash their clothes even today. When asked, they say Bapu was doing this when he was here, and we have imbibed this from him and continue to do this. Dr. DV Gundappa started an institute called Gokhale Institute Public Affairs in Bangalore, where even today IAS (Retired) people come to write addresses on postal envelopes and provide many free voluntary services because of the stature of Padma Bhushan DVG. It is very difficult to motivate a person in the present-day world, and the best way to motivate a person is to do your duty silently without any expectations. Either someone in the office or house, either sons or daughters, will imbibe these qualities, and at least one or two will follow those practices. Some will realize early in life, for some realization comes late in life. If you deeply analyze, the greatest drawback is that we don't have quality leaders to guide and lead us! The likes of Gandhi, Nehru, Rajaji, Patel, are difficult to find now. We really look forward to outstanding leaders like Narayana Murthy, who created a world-class organization called Infosys. Gita Piramal, in her book "Smart Leadership," mentions that to get a license for his office, the corporation authorities said it would cost Rs. 15 lakhs, but he can get it easily 'out-of-turn' if he gave a bribe of Rs. 5 lakhs. But Narayana Murthy did not agree and followed the rules and gave Rs. 15 lakhs to the corporation and waited to get a license. It is very difficult to get a leader like him. But how can one good person bring about a change when the people around him are crooked and dishonest?

The best way is to have patience inside your heart, continue to do good things/work, don't expect anything from anybody. If we do this, at least one or two will take a cue from him and follow. Anna Hazare is another example of a good leader who has transformed his village. But he is being pushed down by the people who have power! Unless people are enlightened and they don't succumb to immediate gratification, this state of affairs will continue. One should have infinite patience inside and try to educate and set an example for others to carry on from you.

M.J. SUBRAMANYAM, BANGALORE

Make him thirsty. Need to develop zeal for working in an individual. This can be achieved by providing a better atmosphere, better salary, and social security.

Am I understanding my need? (That's a major problem which I see).

Am I sharing what I expect from my junior? (Another issue).

Is the communication channel and method proper to reach rather than to inform? (Here, even the best performer gets the back seat).

Can I understand what my junior can? (If not, it depresses the junior).

Can we have mutual feedback?

Above are some of my views on the proverb! I am again posting questions rather than answers as the answers are hidden behind these questions.

Thanks.

Hi all,

A definite chief aim is missing or "Lack Of Definite Purpose", which is why a horse doesn't drink water.

Organizational Structure is and will always be Pyramids. This means a One-Man Army, where we will always have differences of opinion as our "Indigenous belief systems."

The crime that managers make is to mislead the horse (employees) for personal and organizational benefits only, not understanding the fact that employees have their personal goals as well.

Thought for 90% of people in this world, an organization is the way to make their destiny; however, that is not the ultimate one, and the team often fails to understand.

Once you leave the organization, you lose the old people you work with, and you get new associations with a new organization. So, nobody really cares from the heart about how upset you are with someone or whether you love that person or not.

"Perform or Perish" is the formula; however, if one chooses not to perform or be an average performer, I am still saved, and my salary remains similar to those who outperform.

The bottom line is nobody is married to a company; everyone is there for their own benefits, and employees are aware of how things work in companies.

Employees do not appreciate people at work as they never learn to give.

More often than not, the horse owner (managers) is not able to create a cohesive force to attract that person or entity to our group because we were not able to understand his/her needs and wants.

Hi Vivek,

Thanks for starting a nice topic!

Motivation is very hard to induce into people. It's even harder, if they are considered horses..

Though there are some simple rules, which are forgotten/bypassed by many employers:

1. Ownership:

Supervisors / management are not owners of employees. The expectations like late working hours, extra assignments are considered as part of duty. Employees take these things up unwillingly, hence motivation level is very low. They work, only to retain their job, & to keep the boss happy. It should be understood at both levels that employees are not pet.

The organizations should consider programs for improving Employee-Employer relations insuch cases.

2. Appraisals & Trainings:

Management conducts appraisals for two reasons. Training needs & incentive discussions. The idea should be to focus on strengths for incentives, & weaknesses for training needs.

But, in practice, they both focus on weaknesses. Especially the incentive discussion starts with big amount, & then it is cut down reasoning employee weaknesses. In general, this is conducted as "Depraisal" in many organizations. This is one of the main factors in unhappiness.

To compensate this, employees have to hype up their self-appraisals, which results in rejection for improvement trainings.

3. Perks and Penalties:

Anything that has monitory effect on employees, directly affects motivation.

Rules for penalties are strictly followed, while rules for perks are always ambiguous. Also, perk assessment is done as part of employee retention policy, & not as actual work assessment. So, good employees with low ambitions get sidelined.

Many times, it is not 'what' is given is important, but 'how' it is given matters!

These are just few points, & I am not saying that all employers practice these ways, but fact is, that employees tune themselves to survive in the environment built up by management.

If they don’t have to struggle to survive, then the motivation is high!

In short, make sure the horse is happy & thirsty, before taking him to water. And he is taken to water at right time & in right way!

Aim is not to make him drink, but to keep him strong, to work after drinking.

Many organizations focus so much on making the horse drink, that they make him unhappy in the process… :-)

Please reply with your thoughts on above points!

Best regards & best of luck with your new book!

Amod Bobade.

Hello,

The above questions raised by one is very natural and obvious but prior to that one should know and understand about self- why exactly he is in the work place!, why is he in such job!,what are his own intentions!, what he have to deal with!! .After only he/she get answer to these questions related to self , then the time comes when he have to deal with the psychological problematic questions the surrounding is creating:-

• 1.If a person is not working, then if you are his superior , you have to anyhow make him work.
  
  2.No one is bad or good, it all depends how you make them for you.
  
  3.If you have already decided that you will not get good people to work with , then it is well said- if there is no hope there shouldnt be any expectation.
  
  4.Its nice that you have met an ungrateful person who made you know the others you came across are grateful.it is learning.
  
  5.No one hates one, till one know his/her limits of involvement.Kindness is never spent, it come backs well and intact.
  
  6.Its a simple question, why that person wants to embarrass YOU!! are you not enough strong to avoid it.
  

Thank you :)

Dear Mr. Vivek,

Nice topic to discuss! See what you give that you will get. It is applicable to our whole life. Match this with your questions. All the best!

Regards,
Venkat

Interesting topic. It's all because of will and need. If you try to drink water by force, then you get lost.

Hi Vivek,

The most controversial question you arise...

The best example of the relationship between an employer and an employee can be found in the Ramayana. There are two characters, Sri Ram and Sri Hanuman. In India, every employer asks his employee to be like Hanuman but never expects them to be like Ram. So, if we follow these idols because they are loyal, committed, respectful, honest, transparent, obedient, and understand each other, how would you expect the same from both sides nowadays? Unfortunately, 90% of employees and employers are not satisfied with each other.

Thanks,
Ashish Srivastava

Hi All,

Asish has touched on a very good example. An employer and an employee should be like Ram and Hanuman.

Think of Mahabharata. Arjuna is unwilling to fight the war. He says he shudders at the thought of killing his own grandfather Bhishma and Guru Drona. But see how Lord Krishna persuades and motivates Arjuna to fight the war. We have a lesson to learn from this. If an employer is able to satisfactorily answer all the questions and clarifies and clears the doubts of an employee, he can be persuaded to work. But what's happening is that most of the time the employer has no time or his communication is bad, or he doesn't have the wisdom like Lord Krishna. Even if he has it, he has no time to spare for his junior. He also lacks patience. Instead of expecting results from his juniors, an employer would do well to spend some quality time with his employee, talk freely and frankly, understand what motivates him, and how he can be cajoled and coaxed to work. It requires infinite patience and serenity of mind. With patience and love, anything can be achieved, says a French proverb! Women have these qualities by nature, and that's why mothers are almost always successful in changing their children. However, still, the best method is, as I have already said, to lead by example. Be an example to others. Over the years, some will observe you keenly, and they will try to emulate you.

As far as I am concerned, I think this is the best way to motivate a person.

Leaders of the past were doing this. Nowadays, political leaders teach one thing and practice another! That's why people lose their faith in them. Dr. Abdul Kalam is an exception. When he was President, he cast his vote for the Delhi election standing in a queue like an ordinary citizen, without any security personnel. How many leaders are capable of doing this? When there was the J and K earthquake, he gave away one month's salary without anyone asking for it! He was able to remember at least 200 staff names in his office! He was easily accessible to the common man. He lived a simple life, shunning extravagance! He is a living example for many of us to follow. Unfortunately, he was not made President for a second term! Good leaders are not wanted in our country.

M.J. SUBRAMANYAM, BANGALORE