Managing your human resources, what means?

Nowadays, it is becoming more and more difficult for an employee to remain loyal to the company that offered him a first salary. Indeed, in a world in constant transition, the challenges are becoming more and more numerous as well as the fields for which to apply (we are thinking in particular of the arrival of new technologies that are disrupting the life of companies, the various sectors such as industry or service).

When several doors open and are accessible, why deprive yourself of them? Why stay attached to your company? Everything is a motivating factor. Explanations.

There are two fundamental aspects to the latter: The atmosphere and the valuation.

The first refers to the notion of good manners in the company, the relationships that an employee could have with another employee or those that he will have with his management, the direct hierarchy. The important thing in obtaining a healthy working atmosphere is not so much the increase in productivity (which will not really be affected) but the objective is not to lose this productivity, because in the event of non-compliance, it will indeed affect the management of employees within the company. Concerning the enhancement of an employee in a company, the criteria to be met in order for the latter to feel his added value are none other than his personal development, his decision-making or the trust that the hierarchy can place in him.

It will therefore be necessary for a manager to succeed in finding the balance between these factors in order to ensure the employee’s motivation to stay in the company as long as possible. How to manage motivation? Is it manageable? Because yes, most often it is based on a personal decision that nothing and no one can oppose. The manager’s goal, in this specific case, will be to make sure that the employee does not think of a “backup” solution, or simply that he or she wants to go elsewhere, by constantly keeping him or her awake and making him or her work on topics that are of interest to him. Several managerial methods have been established for this type of need. For example, the fact that we have to play on a more negative management by making the employee reflect the fact that he or she can lose his or her job at any time. For some, this method is radical and forces them to give the best of themselves so as not to be left on the sidelines. However, we can take a long time to believe that this mode of management can only be effective in the short term before the employee is fully aware of the way he is treated.

Another method of managing an employee’s motivation is based on return on investment (in terms of motivation). That is to say, the fact of granting a benefit, regardless of its nature, to the employee demonstrating his or her enthusiasm for the work he or she does in the organization. This method is well known and most often results in bonuses for the achievement of objectives or others. This type of motivation can also be reflected in the fact that an employer shows the employee that he or she has adopted an attitude similar to that of the company, follows the company’s codes and values and shows that he or she has a perfect place in the organization. Motivation is therefore affected and the employee feels involved in the development of his or her daily tasks.

From these observations, it is therefore necessary to understand that today’s technological, social and environmental challenges lead a company’s employees to think differently, to act in a different way. These challenges therefore upset the motivations of employees who, for the most part, feel the need to feel more involved and this need to move things forward so as not only to work in a generic way on the creation of profit without opening up to the key.

 

To read the full article by Romain GERARDIN-FRESSE, for Forbes, it’s right here:

https://www.forbes.fr/management/ameliorer-la-gestion-des-ressources-humaines-grace-aux-incitations-positives/