Etymology: “inner or social stimulus for an action,”
1. Attractiveness: The very first stage of a relationship Creation. This is when an employee feels attracted to a certain company and approaches and joins, a relationship is hence Created. This is when a company does succeed in motivating an employee to join and work for them or may be dissuades from joining. An analogy with marriage will be apt. This is when you meet and take a decision to take your journey forward together. Factors that increases or reduces attractiveness:
a) Synergy of Talent, Skill & Values in an individual
b) Synergy of Talent, Skill & Value of an individual with Vision of the organisation
a) Salary/Monitory Benefits/Incentives
2. Sustainability: Getting in and out of a relationship is very common and that is because the most difficult part of any relationship is Sustainability. However, if you understand the law of nature it is not difficult thing. Law of nature says Growth. As long as you keep providing your employees with Growth opportunities and as long as you can push them to Grow you have their full commitment. Now it may sound simple but it is not; let us try to understand what Growth means for an employee? Growth comes with Nurturing, Nurturing is the daily process and Growth, as a result of nurturing, is seen only after a longer time gap. So where is the area of opportunity for an organization to hit the right button? What normally happens is that we miss out on Nurturing part. When complete devotion can be brought about to the Nurturing part, when those who motivate will do it more as a passion & devotion than as a work only then this can be achieved. How do we get our managers to do this then? This is possible by:
i) Getting People who are in harmony with your organizational culture i.e. there is a synergy of talent, skill, values with the work culture of organization
ii) Working on the foundational needs of human (not employee) regularly to make sure that their spiritual and emotional along with physical/material needs are taken care of on a regular basis. This in order to make them realize that they are growing as a person within the organization and they could feel that they are becoming better parents, husband, son etc. Until the overall growth of an employee is taken care of by the organization, you have always left a place for dissatisfaction. You cannot treat an individual as a part and cater to that part only; you will have to see them as a whole and only then there needs can be identified & met.
iii. Let go: The last stage in the life of this relationship. This is when an employee leaves the organization or the relationship has run its due course. This is the stage of Destruction. Like life this is the universal truth that anything that is created will be destroyed one day, that every start has an end. But like anything that is destroyed we should also pay attention to the fact that nothing is destroyed forever, it just changes form, in this case employee seeking job in a new organization. If we understand these two facts – destruction and re-creation, we will be able to
(i) Realize at the time the employee leaves that this was due and it was set in motion the day the employee joined. This will help us not to react negatively and forget all the good times that we have shared together. Like death finds strange reasons to take away people the end of contractual agreement also will have various reasons. Once you are able to see this you will know that the different reasons e.g. not happy with boss, less salary, want promotion etc are mere reasons. The day the contract of employment was signed the countdown for the end had also started. This will help us not to de-motivate our employees just because one relationship is ending.
(ii) Realizing that since it is very natural that after leaving the employee will work for some other company we will be able to motivate them when they leave. How are we going to do that? By providing what they need i.e. by pushing their emotions or stirring his emotions to make him feel better and do better at their new endeavor. In fact why not guide them personally or may be devise a system that sort of tells them what will be work for them when they leave.