Employee Motivation Challenges in an NBFC Firm
I am Bob, the HR for a private firm involved in the NBFC platform. Recently, I have been tasked with organizing employee motivation activities in my office, which has around 48 employees. The management aims for employees to have a positive approach to their work and the workplace, which is typical. However, the challenge lies in the management being hesitant to allocate funds for awards or other incentives.
Current Issues
1. Employees lack trust in the management due to delayed or rejected responses to their requests.
2. Demotivated managers.
3. Lack of support from managers, who exhibit a negative attitude towards any employee activities I propose, believing nothing will be effective.
I would greatly appreciate any suggestions for resolving these issues.
Seeking Assistance for In-House Activities
Furthermore, I require assistance in devising in-house activities and plans that can be implemented on a daily, monthly, and quarterly basis. I used to send logical questions to the entire team to provide a break from their work and collect responses via email. Initially, this approach was successful, but the managers were not enthusiastic about it, displaying a sarcastic attitude.
In summary, I seek in-house activities for employee motivation and solutions to maintain high employee morale.
Thanks & Regards,
Bob
From India, Kochi
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I am Bob, the HR for a private firm involved in the NBFC platform. Recently, I have been tasked with organizing employee motivation activities in my office, which has around 48 employees. The management aims for employees to have a positive approach to their work and the workplace, which is typical. However, the challenge lies in the management being hesitant to allocate funds for awards or other incentives.
Current Issues
1. Employees lack trust in the management due to delayed or rejected responses to their requests.
2. Demotivated managers.
3. Lack of support from managers, who exhibit a negative attitude towards any employee activities I propose, believing nothing will be effective.
I would greatly appreciate any suggestions for resolving these issues.
Seeking Assistance for In-House Activities
Furthermore, I require assistance in devising in-house activities and plans that can be implemented on a daily, monthly, and quarterly basis. I used to send logical questions to the entire team to provide a break from their work and collect responses via email. Initially, this approach was successful, but the managers were not enthusiastic about it, displaying a sarcastic attitude.
In summary, I seek in-house activities for employee motivation and solutions to maintain high employee morale.
Thanks & Regards,
Bob
From India, Kochi
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Are you from India or from some other country? If from India, then are you from Chennai? A couple of months ago, I had a call for training on "Mentoring" to uplift employee motivation. The client was from Chennai.
In your post itself, you have mentioned the causes of employee demotivation. Therefore, you need to address those causes. This is an in-house activity.
Employee Motivation and Organizational Culture
Employee motivation is a result of the organization's culture, and culture is shaped by the top leadership. Therefore, for whatever you do, you need to have buy-in from your top management. Without their support, nothing is going to change.
The subject of employee motivation comes up for discussion time and again. You could have checked this forum. Anyway, click the following links. These are my replies to the past posts. They will be useful to you to eradicate the causes of employee demotivation.
- [Motivational Strategies for Employee Motivation](https://www.citehr.com/427885-motivational-strategies-employee-motivation.html)
- [Speech for Workers to Motivate Them and Increase Productivity](https://www.citehr.com/456522-speech-workers-motivate-them-increase-productivity.html)
All the best!
Regards,
Dinesh Divekar
From India, Bangalore
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8072In your post itself, you have mentioned the causes of employee demotivation. Therefore, you need to address those causes. This is an in-house activity.
Employee Motivation and Organizational Culture
Employee motivation is a result of the organization's culture, and culture is shaped by the top leadership. Therefore, for whatever you do, you need to have buy-in from your top management. Without their support, nothing is going to change.
The subject of employee motivation comes up for discussion time and again. You could have checked this forum. Anyway, click the following links. These are my replies to the past posts. They will be useful to you to eradicate the causes of employee demotivation.
- [Motivational Strategies for Employee Motivation](https://www.citehr.com/427885-motivational-strategies-employee-motivation.html)
- [Speech for Workers to Motivate Them and Increase Productivity](https://www.citehr.com/456522-speech-workers-motivate-them-increase-productivity.html)
All the best!
Regards,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh, Thank you for sharing your thoughts. I am from Cochin, and we are involved in debt management for UAE banks. I have considered bringing in consultants to conduct sessions for my employees. Unfortunately, the top management is not convinced about involving a third party in addressing this issue. The reason is that despite offering a platform for employees to share their ideas on improving the work environment, they have shown reluctance towards any suggestions presented.
Introducing Changes in Work Culture
My initial idea was to introduce changes in the current work culture by breaking away from the daily routines and emphasizing the possibility of incorporating additional activities. I will explore the links you shared, and I appreciate your insights on this matter.
Good Day.
From India, Kochi
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Introducing Changes in Work Culture
My initial idea was to introduce changes in the current work culture by breaking away from the daily routines and emphasizing the possibility of incorporating additional activities. I will explore the links you shared, and I appreciate your insights on this matter.
Good Day.
From India, Kochi
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Hi Bob, I would have loved to work with you on this. Your steps should be as follows:
1. **Data Gathering:** Support your conclusions with data from exit interviews, employee surveys (for this, you can use a consultant so that management cannot say you are biased), and performance management reports.
2. **Costs:** Calculate your costs of hire and the cost of a position being vacant, and showcase these alongside attrition figures.
3. **Implement a Suggestion Scheme:** If possible, implement a suggestion scheme. I know it didn't work in the past, but thereafter, you can draft activities to engage the employees.
Hope this helps. You can call me at [Phone Number Removed For Privacy Reasons] for a discussion. All the best.
Regards,
From India, Mumbai
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1. **Data Gathering:** Support your conclusions with data from exit interviews, employee surveys (for this, you can use a consultant so that management cannot say you are biased), and performance management reports.
2. **Costs:** Calculate your costs of hire and the cost of a position being vacant, and showcase these alongside attrition figures.
3. **Implement a Suggestion Scheme:** If possible, implement a suggestion scheme. I know it didn't work in the past, but thereafter, you can draft activities to engage the employees.
Hope this helps. You can call me at [Phone Number Removed For Privacy Reasons] for a discussion. All the best.
Regards,
From India, Mumbai
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