It is not difficult to know why employees and employers are not engaged and committed ("Tharman to bosses: Culture of perseverance, hard work key"; June 18).
Most employers think money is the only motivation, but it is only part of an employee's motivation.
Employees are humans, and not robots. What they want are clear objectives they can progress towards.
Without career vision, employees will feel insecure, which results in the feeling that their efforts are not being recognised or appreciated, which would then lead to a lack of energy and commitment in their role.
Employees should not be overburdened or overloaded, as it can cause them to become disillusioned and stressed. However, having a workload that is too light will also cause them to lose interest.
Employees need excitement and momentum to complete a project. When one person is dissatisfied and lacks motivation, it brings down the morale of the entire office and could affect the image of the company. His colleagues may feel that they must work harder to compensate.
Employers must be on the lookout for workplace conflicts, intimidation and bullying. An employee may feel worried about coming forward about issues relating to a fellow worker.
Good management and effective leadership are essential.
Perhaps employers could encourage anonymous employee surveys, to help reveal any problem areas.
Employers must pick up on warning signs and talk to their employees before demotivation kicks in.
Without a high level of engagement, and listening and responding to employees, employers risk losing more talent because of discontent.
Employers must, therefore, value their employees' potential by improving their skills and knowledge, because if the workplace is stagnant and uninspired, motivation levels will dwindle.