Many times we recruit people who have the right profile for the available position, we give them a master training plus all the material they may need. Regarding the above, the company has an incredible infrastructure, a break room, flexible hours and a good remuneration.
Apparently, all the above mentioned, added, should give us an infallible formula for our collaborator to feel happy and satisfied, and we hope then that a lot of growth will come from the company.
But two months passed and the collaborator only does what is necessary, in the third month his performance has dropped, and for the fourth month he sends a letter of resignation.
When we meet him / her, he / she tells us that he / she is not happy with what he / she is doing, if we are lucky enough to open up a bit and not simply tell us that his / her reasons for leaving are personal.
What did we do wrong?
Well, the answer has several factors. An external and very important factor is the increasing turnover of personnel worldwide. The new generations have a different perspective on what job stability is. This factor is no longer independent of personal development and happiness. Likewise, the internal factors of each company influence: poor leadership, poor organization, poor clarity in the Job Description and routine work, may be the most determining factors when making the decision to resign.
A few years ago people were looking to work in large, prestigious companies that can provide them with good health insurance, regular hours and a more or less decent salary. And the idea of spending more than 45 hours a week inside an office seemed the most sensible and correct thing to do. But today people value more the time in which they can do something with which they really feel passionate.
And that's where the secret is, people don't just want to do a job, they want to feel that they have a greater purpose than themselves that moves them every morning.
The company needs to transmit to the collaborator the Why, why the company exists. Remember that this company was born out of a dream or a need, it was built based on effort, PASSION, and a lot of dedication through endless obstacles.
Currently all the information and Know how can be learned in a few days of training, with a printed manual, with weekly feedback meetings. All important, but without the clear and marked WHY within the person, they become empty processes.
Therefore, the motivation is temporary. All people feel excited when they start a new job, it is the COMMITMENT or ENGAGEMENT with the WHY of the company, which will make a difference, improve productivity and reduce job turnover.
