Q&A: The Role of Motivation in Workplace by Karan Jain

Question: You mentioned that you belong to a business family. How has that helped you in your journey?

Growing up in the family business has provided me with a unique advantage in understanding and connecting with people.

Many of my employees are individuals I've known for more than 5 years, and that familiarity allows me to connect with them on a deeper level. I value building connections with my team.

It's not just about work; I genuinely care about people who work with me in fulfilling the HROne mission to empower HR professionals.

This approach has contributed to the loyalty of our long-term employees, who appreciate the fact that I see them beyond their roles in the company.

Question: What are your thoughts on the role of motivation in shaping culture and overall productivity?

I believe people are the most valuable asset for any company. Having talented individuals is good, but it's not enough for the organization to do well. If you want your company to succeed, you need to invest in helping your team reach their full potential.

This is where motivation comes in. There are a few important things to consider. It's not just about money; employees need to feel valued and supported.

Their personal goals should line up with what the company wants to achieve. Motivation gives them a reason to do more than just their job. It encourages them to work hard, think outside the box, and add ‘extra’ in the ordinary, contributing to the overall company's success.

Another important factor is building a positive work culture. A supportive environment helps employees perform better and be more productive. By creating a good work environment, you can strengthen the company and help it reach its financial goals each year.

Question: How do you handle a mismatch in team spirit despite good pay and communication skills but lacking initiative?

Navigating a workplace with people from different age groups can be tricky. Not everyone works the same way or likes the same things. That's why it's important to find out what motivates each individual to do their best.

1. Helping Each Person Personally: Some folks might be great at working alone but not so good at working in teams. We need to find out what each person needs to do their job well. Maybe they need extra help or different tasks that suit them better.

2. Being Open to Change: We should be ready to change things up to fit everyone's skills and goals. It's good to talk openly about what people want to do and how they can grow in their roles. This way, everyone feels like they belong and can do their best work.

3. Giving People Choices: People work best when they have a say in what they do. Letting them choose their tasks or decide on their goals can make them more excited about their work. When people feel in control, they're more likely to do a great job.

For example, there was this person named Meghna on our team. She started out doing one job but realized she was really interested in something else. So, we helped her switch to a different role where she could do what she loved.

It's important to understand what each person is good at and what they need to improve. By doing that, we can make sure everyone is happy and doing their best work.

Question: How does motivation help combat monotony in the corporate world, where tasks may become repetitive over time?

Monotony can be tough for a while, but if things stay the same for too long, it can become stagnant. Motivation can help both the individual and the company grow. However, when someone doesn't want to be pushed, the desire for growth must come from within. They need to want to improve in their role. Otherwise, motivation would seldom do anything.

Instead of just relying on motivation, setting goals and dreams can be more effective. It's important to encourage people to step out of their comfort zones and go the extra mile by showing them the bigger picture.

This could involve offering rewards, both monetary and non-monetary, or giving them ownership of projects. Providing new opportunities or challenges can also help motivate them, as different people value different things, such as higher positions or more money.

Question: How can you tell someone they're getting complacent without offending them, so they understand in 20 minutes instead of two weeks?

I believe clear and considerate communication is key. Interventions from HR or colleagues can also help in a gentle way, making them realize there's an issue to address without causing offense.

If we want to prevent complacency, we might need to adjust their responsibilities, giving them new tasks while taking away some old ones. It's important to discuss these changes positively, as some people may be stuck in a routine and need encouragement to break out of it.

Understanding what motivates each person is crucial. It could be anything from recognition to personal growth.

Question: Why do you believe understanding the psychology of motivation is crucial for enhancing employee performance?

Understanding the psychology of motivation is crucial for improving employee performance. While financial security is important, it's not the sole motivator.

Some employees crave personal growth and want to make a difference through their work, seeking meaning, collaboration, and creativity. Recognizing these diverse motivators creates engagement and encourages employees to go the extra mile.

• Diverse Motivators: Employees are driven by various factors beyond monetary rewards, such as personal growth, meaningful work, collaboration, and creativity.

• Engagement and Productivity: Recognizing and addressing individual motivators leads to higher engagement levels and increased productivity among employees.

• Positive Work Culture: Prioritizing employee well-being, providing development opportunities, and offering meaningful recognition contribute to a positive work culture where employees feel valued and motivated.

Low motivation can negatively impact productivity and morale, leading to disengagement and turnover. Addressing workload imbalances, providing development opportunities, and understanding individual motivators are essential.

Meaningful recognition, listening to employees, and prioritizing their well-being contribute to a positive work culture where employees feel valued and motivated to contribute to the organization's growth.

Question: What do you think are the main factors that motivate or demotivate people in general?

One of the biggest demotivators is when good work goes unrecognized or unappreciated in the organization, even if someone is performing exceptionally well. This can make them feel undervalued and may cause them to lose interest in going above and beyond their assigned tasks.

Another demotivating factor is when someone else takes credit for your work. This not only undermines your efforts but also diminishes your sense of accomplishment.

Additionally, the lack of teamwork and inclusivity within the team can also be demotivating. When teams don't collaborate effectively or are focused on individual tasks without considering the bigger picture, it can result in subpar outcomes and hinder overall success.

For instance, if the sales and marketing departments fail to collaborate closely and communicate effectively, it can lead to disjointed strategies and missed opportunities. Collaboration and transparent communication are crucial for aligning goals and ensuring synergy between departments, ultimately driving better results and maintaining team morale.

Question: What do you think are the main demotivating factors for people across different generations?

Boomers value respect in the workplace because of their extensive experience and long tenure in organizations. They've dedicated many years to their careers and expect their opinions and contributions to be respected.

Gen Z individuals thrive on creativity and innovation. They're eager to tackle new challenges and make a positive impact on the world. Providing them with opportunities for creative work fuels their motivation, as they believe in their ability to accomplish great things.

Millennials appreciate both recognition and creativity. While they may not prioritize respect as much as boomers, they still value acknowledgment for their efforts. They're also open to new ideas and enjoy opportunities to express their creativity in the workplace.

Overall, understanding the unique motivations of each generation can help tailor strategies for motivating and engaging employees across different age groups.

Question: How do new technologies like AI and remote work affect motivation at work? Do they help people grow and collaborate, or do they make them feel disconnected and unmotivated?

I believe that while AI can be incredibly efficient, it can't fully replace the human touch. It might help with repetitive tasks and research, but when it comes to generating new ideas and creativity, that's where human brains shine.

Collaboration and brainstorming with others are essential for innovation. In a remote work setup where AI is being used, it's important for managers and team leaders to take initiatives to keep the team connected.

They can set up online chat rooms where people can talk about work or just chat.

Also, having regular video meetings helps. People can talk about work and share personal stories.

Keeping everyone feeling connected, even if they're far apart, helps teams work better together.

At HROne, as a product, we’ve introduced HROne AI to help save time, effort and be able to grow and collaborate better.

Question: What motivates people in India? Are many driven by fear due to high unemployment rates and competition in the job market?

I disagree a bit with the notion that fear drives motivation in India. Before the pandemic, yes, there was fear due to unemployment, but the lockdown pushed people to find alternative ways to survive, even if it meant taking on side jobs or freelancing.

This boosted their confidence, making them more resilient and adaptable. While some may still fear layoffs, many have grown confident in their abilities and have honed their negotiation skills through multiple interviews during the lockdown.

Overall, there's less fear and more confidence that if one opportunity doesn't work out, there will be others.

Question: Do you think layoffs at tech giants like Twitter and Facebook due to automation will persist with AI's growth, or is it a trend we must accept in the evolving job market?

I believe this trend of relying on AI and automation will continue to grow because these technologies are becoming more entrenched in our society.

When it comes to embracing AI and automation, fear often serves as the driving force rather than motivation. Layoffs are becoming more common, even among top performers, as companies look to cut costs.

For example, Martha, who shared her experience on LinkedIn, faced challenges finding a job but took a creative approach by making videos in different languages. She gained followers, badged multiple job offers, and showed resilience in the face of job market challenges.

It's important to be confident and adaptive in this environment, recognizing that layoffs can happen to anyone. By believing in yourself and thinking creatively, you can stand out and overcome obstacles in your career.

Question: What do you think will be the most critical issue in the next five years, besides lack of motivation, considering the current mental health crisis and loneliness pandemic?

I believe that the rise of AI, especially generative AI, over the past year has increased awareness among people.

It serves as a wake-up call for individuals to strive for excellence in their work. In the coming years, those who aim to excel and make a difference in the workplace will focus on self-improvement, creating a candidate-driven job market.

To effectively utilize AI, one must understand its capabilities and commands.

1. Learning New Things: Because of AI, it's important to keep learning and getting better at what you do. Whether it's getting better at using new software or being creative, people know they must keep up with the changes happening around them.

2. Getting Ready for Jobs: With more companies using AI, they want to hire people who know how to use it. So, it's becoming important for people to learn about AI and how it works.

If you can show that you're good at using AI, you'll have a better chance of getting a job.

In simple terms, AI is like a big reminder for everyone to keep improving themselves. By learning and adapting to new technologies like AI, people can do better at their jobs and be ready for the future.