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What statistics show is that life of a man is approximately 70 years. We have to realize that it is not long enough to decide to waste it, and we must remember this fact all through our lives. Full time employees use most of the daytime for working. So it is especially significant for them to make their working days a special and valuable part of their lives.

At this point we have to ask ourselves how and in what mood we are waking up and going to work… How can we add more value to this substantial amount of time of our lives? I heard people saying that they “work in order to acquire holidays”. So, are these people wasting their time by waiting for holidays which are only a tiny portion of their whole life? Life is too short to waste for anything…

Generally, people expect to be motivated by their managers or Human Resources department. As a Human Resources expert, I do agree with that idea with a big BUT. I also believe that we have to contribute to motivation process and show responsibility as an employee to add a greater value to our workdays.

So, let’s talk about motivation… We define motivation as a psychological process which drives us and helps us to focus on what we do. A study that has been conducted by IDG Research Services showed that, motivation arises from intrinsic factors (e.g. Feeling of success, trust and self-realization that comes from within ourselves) 55%, and extrinsic factors (e.g. Money and material rewards) 45% of the time. As a result, we create the big portion of our motivation by emerging intrinsic motivators, therefore it mainly comes from inside.

As an affirmation, researchers at Gallup say that most important resources of motivation comes from within; feeling as the best and successful, being able to use potential skills and self-realization. They add that, if an employee discovers the motivational competency inside him/her, then his/her life solely changes into a better one 3.

 

“Bir adamın çöpçü olduğu söyleniyorsa, o adam sokakları temizlerken işini, Mikhelangelo’nun tablolarını ya da Beethoven’in bestelerini yaptığı gibi yapmalı. İşini o kadar iyi yapmalı ki yeryüzünde ve cennetten bakan herkes durup “burada ulu bir çöpçü yaşıyor.” desin.” Martin Luther King.

WHO GAINS FROM THE ADDED VALUE TO MY LIFE?

Actually, when we do our job in a dedicated and engaged way, the company that we work for will be advantageous.

But we will also be advantageous in the light of the following approach:

  • We will have the chance for self–realization, that helps us to understand and realize our potential and competencies.
  • Because we spend most of our time at work, it assists us to make this period more valuable and beneficial.
  • It helps us to feel successful, proud and trusted, therefore positive.
  • It provides the environment to wake up every morning with a smile in the face and a purpose in the mind, then easily eliminating issues like “Monday syndrome”.

What does our company gain by this engagement?

According to Researchers of Gallup, companies that have engagement scores above average are 22% more profitable, 21% more effective, have 48% less work accidents and have 41% less quality mistakes 4.

How Do I Add Value to my Work Life?

Persuasion & Acceptance Stage: Initially, you should believe that you are responsible for the commitment, too.

“The most amazing day of our lives is the one that we take the whole responsibility of our actions. That day is the day we are really a grownup.” John C. Maxwell

We are also responsible for our motivation and engagement. Rather than wasting our time by waiting for the holidays or 17:00 every day, we can try to comprehend the Big Picture we are living in, what kind of value we create for people, what kind of place we have socially, by doing our jobs.

Evaluation Stage: What is the core value and benefit of your job? The Big Picture! Find it out!

“Your purpose in life is to find your purpose and give your whole heart and soul to it.” Buda

Ask yourself these questions:

  1. Do you do your job just for money?
  2. Do you do your job for your career and gaining power by your title?
  3. Do you perceive your job as a valuable process in which you help many people and have a bigger purpose? Do you feel the real meaning of your job in the Big Picture?

If you would like to get into the third Stage, you have to think about your job, its results, the main necessity and meaning of it. You may ask about these, to your friends and managers too.

You can use the technique called positive imagination: what does your input change? What kind of positive output it has, who do you help by doing it?

If you are a cook, you may think about the last stage: People eating your food happily, having a great pleasure while doing it and nourishing themselves, gaining the energy that they need to complete the important tasks ahead of them. Finally, imagine them getting out while appreciating you for the great meal they had.

If you are a trainer or teacher, you may think that you help your students with the information you provide them all through their lives. They may talk about your teachings to other people and the wisdom will spread even more.

Finals Stage: Engagement to Your Job:

According to a research that was conducted in 150 countries and 10 million employees, these 4 factors help us to engage to our jobs5:

Communication: We have to improve our communication skills. Are we aware of the company’s goals? How can we contribute toward these goals?

We have to ask questions and have a clear understanding.

Personal Development: We have to be proactive to use all the resources to develop ourselves. We may take over different responsibilities and duties, be a part of teams and groups whenever we can.

We can also learn from the people we work with as the workplace is a social environment itself. We should make a development plan with our manager, and try to improve ourselves during work.

Recognition and Appreciation: When we aim to be the best at what we do, recognition and appreciation will accompany success in time. Believe me; companies, managers and human resources are always looking for candidates who are willing to be successful and engaged. Simply they need these kinds of people to reach their competitive targets. That is why talent management has a significant importance right now.

Additionally, we should participate in creating a culture of appreciation, by starting with thanking to our colleagues.

Trust and Confidence: After we become successful with the help of engagement and dedication to our job, we will surely reach the desired trust and confidence level. After a while, we will have the chance to control our job and be more responsible about it.

When we take a look at Blanchard’s Optimal Motivation Approach, we see that, Engagement is improved by meeting these 3 basic needs: Self-determination, relationship and expertise. In this approach, a leader is not responsible for motivation, but he/she is responsible to create and maintain the climate that helps people meet these needs 6.

Lastly; in every day of your life remember these:

  • Always keep in mind your bigger purpose, what you really do, and what benefits you provide to people.
  • Be positive, get away from negative people.
  • Improve yourself daily and be aware of your self-development.
  • You will come across to some obstacles, but do not give up. Remember that these also help you to improve and let them prepare and develop you for the bigger ones.

So you will never have a Monday Syndrome anymore.

RESOURCES

1)      http://www.tuik.gov.tr/PreHaberBultenleri.do?id=13140

2)      http://idgresearch.com/employee-engagement-research/employee-engagement-resources/

3)      http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx

4)      http://businessjournal.gallup.com/content/163130/employee-engagement-drives-growth.aspx

5)      Kevin Kruse (2013), 4 Keys to Happiness and Fulfillment At Work, Emplooyee Engagement For Everyone

6)      Webinar on “New Motivation Science”, Blanchard International, Optimal Motivation

7)      Robin Sharma (2010), “The Leader Who Had No Title”

8)      Robbins, Judge (2007),  Organizational Behavior

9)      http://www.e-motivasyon.net/Motivasyon.html

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