Basically, there are three types of employees. Some of them are absolutely ‘engaged’ meaning they work with passion. They are committed to their job, and they pursue innovation to improve the status of their organization. Then you have employees that are ‘not-quite-engaged.’ They are more interested in the paycheck they get at the end of the month and do only so much as to keep them in their jobs. The third kind of employee belongs to the ‘actively-disengaged’ category. They are perennially unhappy with their job no matter what. They are the kind of employees that undermine the work of committed co-workers.
It is in the interest of the organization to retain their best employees that are truly engaged in their jobs. Their output is likely to be superior in terms of quality and quantity and their presence in the organization is in the interest of progress for the organization.
To retain their best employees, organisations have to ensure that their salary or remuneration is commensurate with their output both in terms of quantity as well as quality. Employees stick to their jobs when they are well-paid.
Apart from that, employees need mentoring and guidance from time to time when they get stuck. Engaged employees love a challenging job. They look forward to promotions when they are rightfully due. They like to be consulted on issues which concern them and their job. That nurtures a feeling of involvement in them.
Once in a while, employees like a pat on their backs for jobs well done. Appreciation makes them feel that the organization values their good work. Engaged employees treat their job as their mission and feel empowered when necessary authority is delegated to them to carry out jobs that they are capable of handling all by themselves efficiently. But nothing peps them up more than the feeling of trust. If they feel that their boss holds them in high esteem and that they enjoy the confidence of their boss, they tend to execute their jobs much more responsibly.
For that, we need real good bosses who understand and ensure the motivational requirements of their subordinates. According to an estimate, about 75% of employees change their jobs because of their bosses and not because of their job itself. ‘Employees don’t quit their jobs,’ they say, ‘they quit their bosses!’
