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Most people live their life as reaction to events that happen around them, and very few create events and define how they will live their Lives...

ideas group blog

Monday, April 4, 2011

I was participating in a discussion in Beirut in one of the most popular yearly held exhibitions. The group came up with the conclusion that: "Customer satisfaction is directly related to employee satisfaction, and that this last relies on their pay. Finally, employers need to increase their employee salaries to increase customer satisfaction".

I personally agree with the first part of this conclusion. Employee satisfaction does indeed impact positively on customer satisfaction level. However I totally disagree with the second half; Money isn’t really the one fit all tool that HR professionals should consider to increase employee satisfaction.

If we look deeper at the ‘motivation iceberg’ as explained by Joshua Freedman, we will find two main factors that motivate people: Extrinsic and intrinsic. According to Freedman, money goes under the extrinsic factors, which are the observable tip of the iceberg, that make employees come and leave on time, apply policies and procedures and complete assigned tasks.

On the other hand, what will happen when an employee doesn’t get an increment the year after? Should this lead him to stop performing as a star? Should this decrease his job satisfaction? Wouldn’t that increase turnover rate?

The mistake that most organizations fall into is that they completely count on the fact that money is the first universal motivator. They always tend to increase the salary when they feel the risk of loosing one of their employees; thus, this will remain a short-term solution until the employee feels demotivated again. 

HR professionals should work more on other long-term factors to motivate employees and drive performance. This is where talent management comes in:
- Each employee should have a career development path, which reflects his values and ambition rather than driven by money.
- Managers should engage more with employees and involve them in decision making processes to boost their confidence and show respect to their opinions and ideas.
- Managers should take the time to sit and coach their team members. They need to find out what are the issues that their team members face at work and try to solve it together through training or other learning styles.
- Managers should work on creating a secured fun environment for employees and support them when they need to to increase loyalty to the company.
- Managers should acknowledge and credit achievement every time the employees go the extra mile and reward them accordingly.
- Manager should keep feeding back on performances and show commitment to the development of their employees, which will lead to an acquired promotion and a better income.

All above intrinsic best practices will lead to a long-term employee motivation rather than for the short term. I would finally like to invite all HR people to consider employee engagement, career development and talent management options before opting for money as a tool for motivation.

Diana Mouamar

Posted By Ideas Group at
04:26 - AM
Monday, March 28, 2011

I was thinking about how could an organization deal with their 30+ years of experience senior employees, in a fast paced world of technologies and open communication management?

Will trainings and workshops do the job?
Who are we targeting in here? New joiners or seniors?

I was visiting last week one of our clients in the banking sector in Beirut, and came to know that they were facing a challenge with the human capital age factor. They believe that training isn’t any longer the cure to their performance gap as these highly experienced employees are totally counting on their experience rather than updating themselves with the new high tech working systems.

True, some employees are still using a hand calculator, a pen and a pencil to do their works instead of a simple worksheet. This reoccurring challenge took me back to one of the hotels I know as well, which had an obstacle dealing with a senior employee doing a fair job because of his experience but still resistant to change.

If we invite these people to training, hoping for a change in behavior to develop their competence, we are mistaken. It isn’t the right strategy to use, because a very few number will voluntarily show up at the training as their self-ego doesn’t allow them the see themselves in the same classroom with other junior people.

Where does my 30 years experience go? There inner talk says.

Whatever the facilitator will be talking about, they will be ready to confront him/her with a real example of, ‘Once I had a problem…. And here’s how I dealt with it’ and therefore blocking any opportunity for new ideas and thoughts.

So taking the training out of our selection, we found that these highly skilled people who can act as the leading mentors of the organization, can play a huge role, if they were professionally coached.

Benefits of coaching these mentors are tremendous and reflect positively on the bottom line and the management as well:

1. A tangible Change of Attitude: When these seniors accept to emerge themselves with the trends, they will be ready to embrace change and avoid the risk of losing their jobs.

2. Increasing the sharing of experiences and decreasing mistakes through building interactive relationships at work.

3. Creating a smooth integrated Succession Planning with no cost, where each mentor has a well-informed and motivated successor.

4. Developing a peaceful workplace environment where there are fewer possibilities of pointing fingers and blaming others for simple misunderstandings.

5. Contributing to a shift in mindset from a closed to open communication, where achievements and successes are credited to the team effort and not one person.

6. Enhancing the team productivity and teamwork, since a better delegation and coordination of the tasks will take place.

7. Increasing the learning environment and monthly learning hours. Everyone is learning.

8. Building a matured creativity and innovation culture, where ideas are first brainstormed and selected according to feasibility and return on investment.

Diana Mouamar


Posted By Ideas Group at
07:51 - AM
Human resources | ideas groupideas group is a global learning and human capital development firm specialized in leadership, team development and learning business process outsourcing BPO. We help our clients become high performance organizations and foster a sustainable growth.