WhatsApp is on fire! Pings from friends, colleagues and family are popping up incessantly, looking for a chance to spend time together over the Christmas season. It’s time for “Happy Holidays!”, best wishes, a reawakening of certain feelings and the moment for reconciliations. Time to play the lottery -let’s see if fortune finally smiles on us!- time for filling up the fridge more than we should and pile on those Christmas kilos in the blink of an eye, those ones that take us the rest of the year to lose. ‘Tis the season to assess the year that ends and list out the good intentions for the one on its way. Time for us to commit.
In many companies, now is also the time to draft up budgets and decide where the next investments will go, ones that will bring most profitability and growth. For months, various surveys have shared warnings regarding low levels of employee engagement and loyalty towards organisations, and the negative impact this lack of commitment can have on end of year results and profits. Most managers are already aware that employees are valuable to the company, and that it’s essential to take care of them and keep them motivated. But how?
HR departments often spend a lot of time and resources trying to find the answer. They put in place different alternatives but the results don’t live up to expectations. So, what is the key? According to the latest research, and keeping in mind the changes in society, we can find help within positive psychology and intrinsic motivation.
So far organizations provoked employee retention and the achievement of objectives with economic incentives (bonus, pay raise, trips, trainings…) whose effectiveness usually only lasts as long as it takes to attain them. No one would deny their usefulness in the moment, nor their value as rewards for a job well done. Nevertheless, problems arise when employees feel it is their right to have access to these perks constantly. What happens the next time there is no possibility of receiving a monetary bonus? Motivation weakens.
However, by instead establishing emotional bonds between the company and the employee, driving affinity for the brand one is working for, boosting the desire for self-improvement and overcoming individual or collective challenges- that commitment will outlast any achievement, and inspire employees ahead of future challenges.
A good investment, when looking to improve engagement, leads directly to emotions and behaviours. Of course, every individual is different and is driven by very different impulses. Psychologically, these different motives are considered when crafting specific solutions for each need or environment. But there can always be a special, personalised approach for every typology. Overall motivation increases, and with it the performance of the employees, which translates to boosting company results.
It is time to think about where to invest and how to apply next year’s budget to maximise profitability. Implementing new methodologies always feels risky, but we would still be ploughing with oxen or bartering over payments if new formulas and processes had not been adopted. Investing in intrinsic motivation is not a risk but a measurable benefit. It is shown to foster participation and increases the performance of the people involved. The higher the performance, the higher the productivity.
