Employees Aren T As Motivated As They Could Be Summary

As the new generation is entering the workforce, many employers are struggling to shift their company to match the demands of the Millennial generation. Millennials are also stereotyped as being entitled, lazy, and always hoping for special privileges. To combat these stereotypes, Millennials are working hard in the work place, but still need proper motivation just like previous generations. Companies must transform how they are motivating Millennials, because they are not only looking for monetary incentives, but a fruitful environment as well. The article entitled “Why Your Younger Employees Aren’t as Motivated as They Could Be” depicts this phenomenon and addresses the key issues that surround companies not knowing how to motivate their

Author of the article, Natalie Wadsworth, strives to answer these questions and help companies avoid making the common mistakes that are detrimental to production and efficiency. Wadsworth is the Vice President of People at Sailthru, where she oversees talent acquisition, HR business partnership and operations, office operations and IT. Her experience with HR and talent acquisition qualifies her to know how to motivate people, even the new Millennial workers. As an employee, the author agrees with the statements made by Wadsworth, though they are all opinions. For employees, it is crucial to be given information that is fully transparent. This helps employees feel like important company assets and will allow them to make educated and sound decisions when necessary. Secondly, all employees strive to have fulfilling work and work to serve a higher purpose. Employers should share how employees contribute to success and give positive and constructive feedback based on that. The feedback can come in the form of giving new responsibilities and placing more trust in the hands of employees to make them feel valuable and like an adult. For all companies, employees do feel more satisfaction from a job when they are continually learning and growing in that position. These four tips increase employee engagement, which is a philosophy that strives to stimulate

For new employees, especially those in the Millennial generation, it is sometimes hard to fit in and find a company that matches personal values. Managers must transition to creating an environment that fosters inclusion and motivates employees to perform good work. Motivating employees starts with creating this environment. This environment thus creates employee engagement and encourages employees to create quality work and find fulfillment in the tasks they are performing. Companies that do not conform or transition to an environment that fosters employee engagement will suffer effects on productivity, inter-office relationships and relations with customers. Employees will feel disengaged in their work and often fail to meet deadlines or accept additional responsibility. Disengaged employees will also negatively represent the company to potential or current clients, and contribute to negative thinking within the work place. These reasons alone give rise to creating a better work environment and encouraging employees to be engaged in their daily tasks using the ideas listed by the article. The benefits of an engaged workforce are astounding. Engaged employees are more likely to display company loyalty, commitment, trust and ve, overall, more motivated in their daily endeavors. Employees are more willing to complete projects at or before the deadline and they display positive energy to both clients and