It is said that to keep an employee happy, and to achieve long-term employee loyalty and retention; it is not the money or the perks that counts. Rather it’s about giving them “Meaningful Roles”, which acts as an intrinsic motivator.
The question that on a continuous pace keeps bogging a new employee is ‘whether he is contributing in the business of the organization?’ There are a number of times, when an organization is committed to recruiting a targeted number of people; however they do not have pre-defined profiles for the new employees. So imagining the extended honeymoon period, whereby a senior comes by and asks the new employee (specifically a fresher) to explore into doing some research work pertaining to XYZ topic; keeping the industrial sector as base; such that the ultimate tests of applicability do not involve employees of present employer. And in no way should the sample or population of the study involve interaction with the employees. And the outcome of the research will bear no change or implementation on the present employer.
Will the newly recruited individual be as enthusiastic to carry forward the research, compared to the time he thought some real work is coming his way – ending the long honeymoon period or the subject of study interested him always? And to add to the demeanour, if the reasoning supporting the initiation of the research comes as: An aid and reflection to his contribution in the previous organization; when fresh interviews are faced!
How long can we expect such an individual to stick on to the organization? Unless he has some compulsions in life or more or less is dead wood; he would wait for the right opportunity and a perfect employer who has pre-defined roles set for him; and who believe this individual can do wonders in helping the organization grow! Do we still require fulfilling targets or for a moment think about how we create first impressions about a work; that may mean passion to somebody; yet make them refuse to work on it?
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