How emotional bonding will make you a better company

February is for us under the motto „Job-Engagement „. We got to the subject through the Gallup statistic, which shows an annual Commitment Index. This index gives information about how many people really do their job with heart and mind. Or, to put it another way, be actively involved and not just do the so often quoted „service by the book“.

An absolutely terrifying result for me for 2016: out of 100 people there are only 15 people with heart and mind, that’s 85!!!! people are simply there and do – yes, what exactly? What are these 85 people doing?

At best, they do a good job every day and perform their tasks. But what about those of the 85 people who just don’t do their job, who in the worst-case scenario work against the job, spread a bad mood, sow poison and thus harm the company?

And worse still, they are not only damaging the company. First and foremost, they harm themselves.

Do you know them too? Those persistent moaners, constantly moaning, those who always have the blues? Or those people who live by the motto: „the grass is always greener on the other side“? Well, I know them, and quite well, I’d say. Because I think I was one of them at time of my life.

It must have been about eight years ago when I was in this situation. I had a good job with great colleagues (of whom I still count some of my best friends today). The payment was good, I could buy all the things I wanted and had no hardships.

Sounds good, doesn’t it?

I think so too, but there was this little inner gnawing feeling in me that made me dissatisfied. And with and with I found everything increasingly stupid, bad, unfair, boring. At some point I caught myself doing more than just doing the above-mentioned „service by the book“. I caught myself nagging all the time, seeing poison and talking badly about others, about processes, about tasks.

That was the point where I woke up in the aftermath. In which I realized that not all the others and the external circumstances are to blame, but only I am solely responsible for myself. I realized that I’m just not happy with what I do anymore. That it doesn’t challenge me anymore, that it doesn’t help me. And above all: that I have to change something, because I was and still am aware today: I never want to do a job for which I don’t care. I don’t want to drive into an office every day and sit there headlessly my time.

I don’t want to spend most of my day in a company that I’m as far away from having an emotional bond as people are from being able to live on Mars.

„Don’t forget to be human!“

A situation like the one I found myself in, I am now observing more and more often. In the circle of friends and acquaintances, people tell exactly such developments.

The question I am increasingly asking myself from an entrepreneurial point of view is whether and if so, what can I do as a company to prevent employees from behaving in this way? Can I take preventive action if the key to happiness is not in the company but in the person himself?

What’s wrong with people? And more importantly, even if we as a company know what is missing, are we able to make up for the shortfall? How do we manage to avoid such a deficit in the first place? Do we want to make up for the shortfall?

Is it because of our hypercross-linked world today, through which it is often difficult for the individual to find orientation, support and security? Why do people quit their job inwardly, but not externally, but often start to poison their surroundings?

What to do or not do?

In order to play a supportive role, I strongly believe that companies must do the following:

  1. Put people at the centre of their considerations.
  2. See the human being as a human being, with all his or her peculiarities, talents, positive qualities and above all his or her desires.We must stop pretending to each other in performance reviews and start giving qualitative feedback that increases emotional loyalty.
  3. Companies should focus on building a reasonable feedback culture.

For example, it doesn’t motivate me at all if I get the following feedback: „And because we know that you have a problem with task X, we’re going to reserve two hours every week from now on for you to learn how to do this right.“ Yes, thank you, no hard feelings! It is clear from the outset that this will be the hate day of the week.

However, if the feedback looks like this: „I noticed last year and saw that task Y gives you a lot of joy, let’s see together how we can continue to use this joy and your talent“, I will probably be full of good feelings and want to make new plans. Plans for my personal future, plans for the future with and in my company. I feel saved, valued and felt that someone is occupied with what makes me happy.

That’s where I’m going! Are you coming with me?

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