Hay Group had found that 29 per cent of employees in Singapore feel frustrated in their jobs while 35 per cent feel detached. In the current climate of slow yet cautious recovery, it is imperative that firms have a satisfied and motivated workforce.

This, however, is easier said than done. Tight budgets and cash flows suggest that the year-end variable performance bonuses will be kept to a minimum. How then can firms keep their employees motivated and happy? Speak with any HR practitioner or coach and words like respect, incentives, recognition and communication will without doubt be brought up.
What is truly important though, is the understanding by employees that they are significantly contributing to the success of the organisation. This is followed up with due recognition and is based upon constant two way communication.

Due recognition: Recognition not only comes in the form of financial benefits. In fact, most of the top executives studied in Jim Collins’ book Good to Great found that there were no correlations between the types of financial compensation packages with the success of these management executive teams. There are many suggestions on how to confer recognition such as thank you notes and public recognition but generally, a sincere and genuine show of appreciation by a superior would suffice.

Two way communication: Communication is an often harked, yet highly unheralded value. This goes beyond the usual contrived annual performance management review. The true value of communication often comes from places outside the office: a meal in a restaurant, after dinner drinks or even at the bi-annual department outing. A constant and continuous form of dialogue over the work year also shows employees that their manager is actually interested in them, instead of simply going through the motions.

Employee contribution and empowerment: The single greatest element of keeping employees motivated is to assign to them responsibilities that have an actual effect on the organisation’s bottom line. With the right form of empowerment, a positive work environment can be created where employees are motivated by their actions which they know directly impacts the organisation, rather than a punitive work environment where work is purely done to avoid punishment.

Where does Comaea come into this picture of keeping employees motivated? With a complete and proper competence profile of your department, it is easy to see which areas your employees are excelling in and which areas they would need some development and training. By managing each and every one of your employees as human capital or actual resources, you allow them to feel like they matter and that their skills are being strategically aligned and deployed according to the organisation’s needs. In addition, Comaea is web-based and removes large chunks of paper based administrative tasks, leaving more time and energy for communication between line manager and employees.

Do consider the effects the past year has had on your employees and ask yourself the critical question of how your em
ployees are feeling right now; are they ready to work together with you to ride the wave of recovery. Give us a call if you think you need help.