Everyone wishes success and prosperity in lives – personal or professional. It depends on personalities what they consider as ‘success’ personally, but in my opinion, success is all about achieving your potential to the fullest, making yourself at the peak of productivity in whatever you do.
There are examples all over the world where you can find successful people, grown from rags to riches, owners of multi million dollar legacies, as well as people who have ruined their estates or have never achieved success in their lives in their own words.
We find people who are most successful in life with career and money, but always hungry for more growth and success, people who are earning a squaremeal and are contented, as well as people who are doing or not doing decent, but are not happy with that they have achieved in their lives.
In fact, the number of people complaining they never achieve success or who have done nothing significant in their lives is significantly alarming.
In corporates and workplaces of today, a vast majority of people are there who are not even aware of what they can do or their own capabilities, do not achieve their capabilities and fail to take actions for the course correction.
Workplaces are repeatedly trying to motivate their workforces to make the experiences better, investing hugely directly and behind the scenes, with a mixed output of success and failure.
A deep dive into the problem
So what is that they are missing to achieve the moment of success they yearn for in doing so, or before that, whether they have made workforces utilize their capabilities to the full, or even before that, have the workforces realized their full potential, and even much before that, are the workforces motivated enough that they can focus on their work leaving out any nuisances which limits them realize their full potential.
We can try to understand this keeping in mind a average performer, or a newbie, or with some experience who is a newbie to a workplace. The first problem is the phoney complexity of corporate jargons which instill fear and insecurity in mediocre performers. A worker who is focussed to do a specific kind of task can also become disoriented when terms like “multitasking“, “rocket science“, “boiling the ocean“, “move the needle“, “out of the box“, “2x” and so on are thrown upon him or her (irrespective of the intent) without any acclimatization, which turns up as a demotivating factor (with a feeling as if there’s something wrong within oneself) rather than pumping up the productivity.
The second thing which comes to my mind is ignorance. A good number of people trust completeness of their knowledge which is not right in fact. This is as good as being a ‘fish in the pond’ which is ignorant of the life outside, which develops a relunctance to change or welcome any information which seems foreign. The mind only tends to accept information which it thinks seems attached to a known thing, and discards the rest, irrevant of the importance.
The third thing is fear, or the fear of failure to be more specific. Humans avoid trying out new things as they fear they may not succeed. In many cases, even if the success seems pretty obvious, people do not want to take chances. The feeling of what if not being successful is so intense that it overlaps the motivation to try out.
The fourth thing is reluctance to change. People are so engrossed in their routines they start resisting any change which they think may come up in their way and cause discomfort. This gives birth to issues like ‘procrastination‘ and people keep delaying things which are meant to be finished sooner fearing an impact on their on personal or professional lives or their ‘comfort cocoons‘.
What needs be done
Motivation is not just something which can be supplied externally, but it is definitely an individual mindset. There are steps which are taken to motivate people in general, which includes finances as well, but does not gurantee a reciprocal productivity. People engagement activities, enjoyment perks, health packages and many more things can be provided to employees, but may or may not prove successful, because of the reason that everyone in the market is doing the same, and the ‘benchmarks’ are getting higher day by day.
A pay hike may give a temporary boost to a demotivated employee, but sooner vanish if the reason behind his depression is not personal finances. Similarly, a promotion may invoke a feeling of happiness, but not sustainable if the person is struggling with his core workloads.
The definite need is to work on the mindset and attitude. This includes deeper seasoning of people to the culture they have to settle in. People and their opinions needs to be valued and corrected. If there are no opinions, people need to be trained to form opinions, sense and foresee problems and evaluate solutions.
It is not always a good practice to make people responsible for everything, not always productive to expect a multitasker out of a specialised profiler. If you expect a tennis player to perform in badminton because they both use racquets, this is an obvious fault which can demotivate the tennis player, who may not always be vocal to express inability. This can make you lose the match because the player could not perform, without his fault, and can make you lose a valuable player who could have won you tens of tennis matches.
At the time when placing the right people for the right task, it must also be focused on to train people express their strengths and weaknesses as well (to avoid situations like in the above example).
Additionally, a sense of belongingness with work need to be established, not only with the work or peer group, but with offices, workstations, cafeterias as well as to items of usage like laptops, whiteboards and markers. People must feel attached to everything they are exposed to in their work life just like they are attached to things at their home. This can at least motivate our tennis guy to get attached to badminton, start liking it, and start preparing for it behind the scenes, and come to your rescue when you dont have your badminton star for any reason. Result, motivation for tennis chap, you as well as the badminton lad that there is someone who can get in the boxes in his absence.
Motivation is subjective, and not “one size fits all”, it is and must always be personlized, hence making it important to understand individual needs before forming any motivational strategy. In my opinion, working around basics in the work environment and surroundings and making them stimulating makes a bigger motivational factor.
Organizations which can succeed in providing a personally motivating experience are more likely to succeed in realizing peak productivity out of their workforce. If we can transform work in something which can stimulate hunger to work and transforming workplace which can stimulate someone to live during work hours, the work is done and you can witness a never before retention and a never seen business outcomes from their most precious of resources.
Your comments are welcome.