Hi All,
An employee in our organization is a very senior person, but not at the management level, maybe the next level. He doesn't show his enthusiasm or take part in any social activities. He does his work and goes, without any additional tasks, innovations, or initiatives being taken.
Kindly suggest what can be advisable.
Regards, Jennifer Isaac
From India, Mumbai
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2An employee in our organization is a very senior person, but not at the management level, maybe the next level. He doesn't show his enthusiasm or take part in any social activities. He does his work and goes, without any additional tasks, innovations, or initiatives being taken.
Kindly suggest what can be advisable.
Regards, Jennifer Isaac
From India, Mumbai
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Dear Jennifer,
Such problems are faced by most organizations. One or two such kinds of people are present in it. In my organization also, we faced these problems not with just one, but with five people. We never started appreciating those people immediately. Our steps are as follows:
1. We started interaction for 5 to 20 minutes every day regarding their WORK/JOB.
2. Then slowly started discussing subjects they liked the most (e.g., their hobbies, subjects related to their work like finance for finance people, etc.). Once this sharing of information started, those people also became slightly interested in the communication process. They also acknowledged that others from the same organization have information too. It helps the HR department to build rapport with them, and they also realize that HR also thinks along the same lines.
3. Slowly, we started sharing information about their family background.
4. Then we started giving compliments (don't misunderstand this with recognition) about their WORK/JOB (and not about their hobbies). THIS IS A VERY CRUCIAL STEP. BE CAREFUL AT THIS LEVEL.
5. Afterwards, we started inviting these people to weekly social gatherings since every Saturday we spend a minimum of 1 hour with all our employees.
6. After checking their interest and attendance in such meetings, we started giving appreciation in these programs for their work-related habits. For example, if they used to come on time, then we gave them the Most Punctual award.
7. After this, they also became more interested and started asking questions about other GOOD employees. They also participated in their presentations at weekly meetings. The communication flow became more reciprocal.
8. Seeing their interest, attendance, and enthusiasm for a period of 1 year, we gave them recognition for their work and hobbies as well.
Hope this process helps. Let me know if you are planning to implement it and if further guidance is required.
Regards,
Shailendra
From India, Pune
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Such problems are faced by most organizations. One or two such kinds of people are present in it. In my organization also, we faced these problems not with just one, but with five people. We never started appreciating those people immediately. Our steps are as follows:
1. We started interaction for 5 to 20 minutes every day regarding their WORK/JOB.
2. Then slowly started discussing subjects they liked the most (e.g., their hobbies, subjects related to their work like finance for finance people, etc.). Once this sharing of information started, those people also became slightly interested in the communication process. They also acknowledged that others from the same organization have information too. It helps the HR department to build rapport with them, and they also realize that HR also thinks along the same lines.
3. Slowly, we started sharing information about their family background.
4. Then we started giving compliments (don't misunderstand this with recognition) about their WORK/JOB (and not about their hobbies). THIS IS A VERY CRUCIAL STEP. BE CAREFUL AT THIS LEVEL.
5. Afterwards, we started inviting these people to weekly social gatherings since every Saturday we spend a minimum of 1 hour with all our employees.
6. After checking their interest and attendance in such meetings, we started giving appreciation in these programs for their work-related habits. For example, if they used to come on time, then we gave them the Most Punctual award.
7. After this, they also became more interested and started asking questions about other GOOD employees. They also participated in their presentations at weekly meetings. The communication flow became more reciprocal.
8. Seeing their interest, attendance, and enthusiasm for a period of 1 year, we gave them recognition for their work and hobbies as well.
Hope this process helps. Let me know if you are planning to implement it and if further guidance is required.
Regards,
Shailendra
From India, Pune
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Dear Jennifer, Your reply seems this process doesn’t suits with your organization.. Regards, Shailendra
From India, Pune
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From India, Pune
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Employee Motivation.ppt
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Employee Engagement Study.doc