The Hindu Business Line : The motivation disconnect

With the sole exception of, perhaps, leadership, there is not a single topic in management that has been as extensively researched, written and spoken about as motivation. Motivation refers to an inner urge that makes a person do something to the best of his ability. Commitment and dedication are by-products of such enthusiasm.

Comfortable physical infrastructure, understanding and emphatic seniors, scope for learning, freedom, instant recognition for good work done, a sense of achievement in whatever one does, and a feeling of being wanted are factors that motivate any employee to enjoy his work. Organisations voted as best employers take care of these factors, and have human resource professionals who pay attention to them. Any slip by the management leads to a disconnect, with the employee not seeing any meaningful relationship between his work and the organisational goal. Such a disconnect leads to attrition.

There are other causes of disconnect too. For instance, this is the age of vision and mission statements. However, if whatever is preached or projected is not perceived to be happening a disconnect occurs.

Dictatorial bosses are another. Many exit interviews have revealed that employees quit to avoid such bosses, and have nothing against the organisation. A third and serious disconnect occurs when the employee is saddled with work that does not match his background and experience.

A fourth disconnect occurs when people who are natural team-players are made to work by themselves. Their craving to feel wanted does not get gratified leading to de-motivation.

Any shrewd HR manager can very easily identify such disconnects and take remedial action. Of course, the HR manager must himself not feel demotivated or that he is not recognised for his competence.

The most serious cause for disconnect these days pertains to compensation. If young professionals find a huge gap between what they get vis-à-vis what their counterparts get in comparable organisations a disconnect occurs. If for the organisation, it is not possible to match the salaries, it can concentrate on non-economic factors that lead to motivation. Appreciation can go a longer way than money.

Neglecting motivational disconnect just means that the organisation is courting disaster. When managing employee attrition has already become a big issue, no modern organisation can afford to ignore this vital aspect of human resource management.

(The author is Deputy Manager, Brakes India Limited, Sholinghur.)

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