Making employees enthusiastic about their work and their work place

Making employees enthusiastic about their work and work place is very difficult. Even four or five decades ago the organization used to make the environment clean and pleasant through green lawns with orchids and bushes. But we cannot say the same for the inside. In some companies the furniture was gloomy and insufficient for the employees to work. That means the work space provided was less. Lack of this made many employees leave the organization and join at a better place. Now it has all changed. The companies not only make the environment pleasant outside but inside also sufficient workspace is provided with elegant ergonomic furniture to work for.

The short term for this can be  “motivation”.  Companies are increasingly becoming aware of the fact that only a motivated person can do full justice to his / her work. Every organization counts on the performance of its employees for growth and success. Keeping an employee who is able to work  to his full potential is the best way to achieve results.

‘Enjoying’ at work is fast becoming the corporate buzzword, with most companies adopting unique approaches to motivate employees through fun activities.  Means of the motivation practices include mentoring and grooming initiatives such as discussing career paths through programs like–Career Development initiative and Individual Development Plan (IDP). The organization encourages work life balance and a flexible leave policy and support through an open communication channel such as open house sessions, monthly newsletter from the CEO, etc. They value good health of their employees through stress management, health camps, counseling, nutrition, yoga, outdoor sports etc.

For many companies motivation programs are built into the system, in everyday practice. The key drivers for motivation in such a case are transparency, stability and well being of employees. Some companies motivate employees by first encouraging business practice heads to become completely transparent in their dealings. This ensures the employees down the line get the correct picture about the organization. For many companies motivation programs are built into the system, in everyday practices.

Times of recession act for employees to seek opportunities to upgrade their skill sets. This can help and add more value to the organization. It has also been noticed candidates who might have lost their jobs are making use of their time to take up higher studies, so that the additional qualification gives them the edge. This is an opportunity to make a lasting impression on the management and lay the foundation for career advancement.

The more the companies or business know about the motivational strategies, the more they realize how difficult it is to motivate well. After all, if each employee has a different need and it is hard to come up with a solution that will fill all their needs.

First, motivational technique aimed at a group should have something for everyone – something visual, something auditory and something kinesthetic. You should show them things, you should let them hear things, and you should give them feelings. And you should be able to vary your voice and intonation so that you hook all the three types.

Second, there’s no substitute for working with people as individuals. You can provide the broad cues to a group that will give everyone something to work with.

For example, if a person’s buying strategy begins with something visual, what is it that catches his eye? Bright colors or Great size? Does he or she lie very much at the sight of certain patterns or wild, splashy designs? Knowing someone’s main modality is a great start. To be precise, to really hit the right places, you need to know more.


The Job can be designed in such a way that it is interesting for the employee irrespective of the position he or she is holding. Some examples are given here,

Skill variety the extent to which a variety of skills and talents are required to complete tasks: Perform different tasks that challenge and develop skills in coordination,

High degree: Dress designer

Low Degree: Messenger

Task identity is the extent to which the job involves completion of an identifiable unit, project, or other piece of work: Handle an entire job function from start to finish and be able to show a tangible piece of work as the outcome,

Software designer

Assembly worker

Task significance is the extent to which the task affects the work or lives of others, inside or outside the organization: Be involved in a job function that is important for the well being, safety, and perhaps survival of others,

Air traffic controller

House painter

Autonomy is the extent of the individual’s freedom on the job and discretion to schedule tasks and determine tasks and determine procedures for carrying them out: Be responsible for the success or failure of a job function and plan work schedule, control quality etc.,

Project manager

Cashier in a department store

Feedback the extent to which the individual receives specific information (praise, blame etc) about the effectiveness with which his or her tasks are performed: Learn about the effectiveness of one’s job performance through clear and direct evaluation.

Professional athlete

Security guard

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