When I walked by the newspaper stand last week, I noticed the current edition of the brandeins magazine right away. The brandeins magazine writes about all happenings regarding the economy worldwide, yet main focus is on Germany. The magazines cover displays a thinking bubble saying "Mondays, I could puke". This editions main subject: Motivation.
This triggered my curiousity since I busy myself with this on a daily basis as well on how bind employees to our company for the long run. Motivation, of course, is a key factor also.
One of the most important motivators and drives in companies is the leading Management. Besides focussing on achieving company goals the leading Management has to actually care about the people who work with them. Potentials and talents have to bee spotted and accordingly pushed as well as clear opportunities for development have to be displayed. Kept in mind, every single employee is part of the whole thing called company. Nonetheless, everybody has to understand his or her personal distribute to their employing company and its advantage(s). As stated in the cover-article "Brennen. Ohne zu verbrennen" (engl: Burning. Without burning up.), Supervisors/Managing Members together with their staff have to discover the meaning and sense of everyone's personal situation. Turning the co-worker into a co-entrepreneur, giving them greater authority over their own responsibility, it says. This motivates and means and underlines appreciation. Hereby the company says through its behavior: you are important to us doing the job (daily) contributing to the company's success.
Employees, especially young employees just int he beginning of their career, are longing for seeing and having a sense in their daily work. This motivates. Companie, having no sense and (higher) meaning in their daily tasks, will have problems finding great talents to staff. Brandeins here named Banks and Insurances as examples for those being confronted with this kind of situation in nearest future. Special opportunities, however, have the new and innovative small to medium classed companies since they are more lucrative to and for young career starters.
Overall the brandeins article doesn't show any new spectacular perception, nevertheless it shows again what is important to thesedays career beginners - no steeply rising careers nor status symbols, but sense-making work in order to contribute meaningfully and know one's adding to a companies success.
RJ
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