Managing aspirations
Don’t employees leave top-level companies? They do!.
Google which is a legendary workplace for all, is also having a high turnover rate, so is the fortune 500 companies. These are the companies known for very high monetary and fringe benefits to its employees.
Then it leaves us with the question what people actually look out from a job. And the same leads us towards understanding the aspirations of human beings. This knowledge is critical for HR practitioners as Aspiration management is going to define the new era of HR.
Prior to managing aspirations ,organisations needs to identify aspirations.
While aspirations and goals sound like they are not exactly the same. Aspirations will speak about what an individual requires to live a life of purpose. Thus it will differ from one to another. As per Maslow’s theory of needs, self-actualization comes at the top level and in a way aspirations refer to the same.
While aspirations and goals sound like they are not exactly the same. Aspirations will speak about what an individual requires to live a life of purpose. Thus it will differ from one to another. As per Maslow’s theory of needs, self-actualization comes at the top level and in a way aspirations refer to the same.
Any organization ignoring aspirations tends to spend expensively to retain its employees and will fail not only in retaining but also in talent management. Even the staff remaining can be less engaged without utilizing their full potential.
Identification of aspirations will not require a massive monetary investment but defiantly a genuine need from management side along with quality time spent with employees. Additionally, an organization can effectively use social media to identify both personal and professional aspirations of its employees. Ones the aspirations are identified then those needs to get aligned with the organizational goals and the next step is to act on those to ensure employees achieve the same.
On the implementation part, management will be required to provide required resources, information, training as well as feedback to the staff to ensure organization achieve its goals through a highly motivated, loyal and a happy workforce.
References
Al-Masri, S. (n.d.). Human resources.
Retrieved November 1, 2017, from entrepreneur.com:
https://www.entrepreneur.com/article/244264
Managing employee aspirations. (2011, January 22). Retrieved November 01, 2017,
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http://www.thehindubusinessline.com/todays-paper/tp-new-manager/Managing-employee-aspirations/article20016512.ece
Regis, R. (2008). Strategic Human Resource
Management and Development. In R. Regis, Strategic Human Resource
Management and Development (p. 258). New Delhi: excel books.
Zigarelli, M. A. (2004). Management by Proverbs. In
M. A. Zigarelli, Management by Proverbs. PageFree Publishing.Inc.
I believe most of the cases employees leave companies because of the managers not the company.They are not valued and appreciated by their mangers.When they feel their career goals and aspirations are not aligned with the plans of their employer,
ReplyDeletethey will find other better place where they can achieve their career goals and aspirations.
Yes, agreed. Managers needs to be very clear on company strategies formulated towards retaining employees and work accordingly to achieve success in retaining the talent within the organization.
DeleteNo one wants to stick around in a workplace that doesnt treat them fairly. People want the opportunity to be expert in thier own job. Solution is to.implememt stay interviews instead of exit interviews. It builds a strong level.of trust and engagement.
ReplyDeleteAgreed with the content. That is why we need leaders instead of managers.
ReplyDeleteAs the aspiration of each individual differ, it is never possible for 100% staff retention. There are classic examples in the local organisations as well where mostly respected CEO's too leave and join other competitor organisations.
ReplyDeleteThanks for the feedback.
DeleteWhen it comes to people nothing will guarantee a 100% over any issue. Proper focus on aspirations will help organizations to manage retention n a pro-active manner.
Aspirations should manage in long term and it has to be mix with organizational culture. Line managers and supervisors has to play big role in here. They need do identify personal aspirations of there subordinates. It vital to identify professional aspirations of the employees if organization need to retain there best talent.
ReplyDeleteAs you have mentioned I agree with you that employee motivation and retention strategies have now reached a new heights where monitory benefits and other fringe benefits are not enough for organizations, to provide an employee experience powerful enough for employees to be retained. Thus identifying, managing and aligning an employee's highest need they desire to achieve/employee aspirations with company goals has become vital in order to create a win-win situation for both the employee and the organization. Since every employee would be working towards his/her highest professional goal, when such goals are aligned with organizational goals the performance of employees would lead to high organization performance. Further issues like absenteeism, job hopping, poaching etc. would also be resolved automatically since the employees receive an exceptional experience at work and tend to be motivated.
ReplyDelete