| Topic : Role of HR in 2009 for organizational development |
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Activity:
128 views;
last activity : 07 06 2010 20:18:09 +0000
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Good communication and provide timely information
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Share Future Plans and Pipeline
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Celebrate small victories
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motivating employees in tough times
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Set Goals
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I believe that when the organization does not communicate troubles and new initiatives honestly and openly, the employees feel separated from the organization and their motivation can disappear quickly.The top management usually don't give the employees the real information about the real status of the organization in the recession, but the employees have the internal and informal networks and they connect information from different units .Therefore the organization should always be in good touch with the employees and provide them information accurately so that wrong information doesn't pass on to the employees which affect their performance. |
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Absolutely agree with you sir! Proactive communication surely goes a long way in handling employees morale in this era of global meltdown. Pharma industry is one such industry which is least affected by recession but during my SIP in a pharma co. i learnt about the impact the economic crisis has on the employees morale. Even though if the company is doing good, employees tend to bring economic stress into the workplace. Economic concerns troubles an employee whose spouse or relative is laid off. The re-assurance has to be communicated to them that there has not been any change in the business plan whatsoever.
You are right dan, company should always do fair and reasonable behaviour with the employees and should generate a win-win situation.
Company must be fair and reasonable in dealing with employees as while companies and the management are faced with problems, so too are the employees…they have family to support and commitments to meet. Communicate to employees the issues faced and avoid acting arbitrarily and in a high handed manner. Always go on a “win-win” situation. Motivate the employees by setting good examples from the top management..be it a pay-cut for the top management and even reducing their perks. This will certainly be more convincing rather that insisting on management’s rights and prerogatives. Bad times are not going to last forever, so we have to try and overcome the bad times together with employees. To summarise, its purely communicate, communicate and communicate ….and top management should start the “ball rolling” by setting good examples !!!
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Be open and don't try to hide if there are problems. Share the management view on how and what is the company planing in the near and long term. Sharing the correct piplene helps a lot coz every one is worried what will happen next .. SO THE KEY IS TRANSPRENCY |
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Celebrate small victories which recognize progress toward improvement. While it is important to recognize the employees that motivates them to give their highest performance with positive behavior. |
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I believe, all these four factors make a one effective tools for any HR manager or any management, to make the employee motivate. Flow of information with good communication to transplant the future goals & where organization are moving. And celebrating small things makes them feel important & show how organization are reaching target step by step. Only one component our of four, can not make employee motivate, but it required all the four components to make it possible, specially in tough times. Regards Ameet |
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Setting goals and mentoring employees is an all time motivator. At the end of the day if an individual can cherish his contribution that would keep him wired to his work and the company. In times of recession giving afresh all jobs and setting goals as per the requirements of the company will clarify the role of the individual in the changed scenario and will also remove inefficiencies in the system. |
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