Not an uncommon storyline for employers today. Of course I could easily pontificate and play sideline pundit. I could tell this employer the reason much of his tech team left him was because he did not adequately engage and motivate them....

1. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
Why employees join you in the first place!
"I have yet to understand the dynamic here. We followed best interview practices and went forward to hire a wonderful
team of talented, enthusiastic software developers.
We provided them with a flexible work environment and top pay. After 3 months,
half of them decided to jump ship and go with a competitor. Finding quality
technicians is not so easy. These kinds of experiences dumbfound me and
threaten my client base."
Not an uncommon storyline for employers today. Of course I could easily
pontificate and play sideline pundit. I could tell this employer the reason much of
his tech team left him was because he did not adequately engage and motivate them. Maybe so, maybe not. Fact is
that incenti-vizing your workforce is not a cut and dry process. There are no magic bullets or cookie cutter solutions or
that perfect gift award that will guarantee you loyalty.
You can, however strengthen your level of employee loyalty, performance and community by understanding an often
overlooked truth.
The reasons why talent joins you in the first place? Here are some answers.
I have always emphasized to clients how vital it is to ask good questions during the interview process to determine the
quality of your hire. For certain there is much you can learn from a candidate. Will they be right for your organization?
Understanding the differences in the generations that work for you is a good first step. Learn what engages them and
how to best communicate your organization's goals.
How many times have you heard that retaining your brightest and best will reduce your costs and improve
performance. Direct costs such as pre-departure costs, recruitment costs, training costs, productivity costs, vacancy
costs. Some possible indirect costs such as product quality, customer service and brand representation. Employees
leaving can cost you.
Here are some reasons individuals join your company.
A candidate might express a deep inner urge and impulse to come aboard because they believe this will provide them
with long term satisfaction and success.
Harvard Business School psychologists Timothy Butler and James Waldroop authored a book called "Discovering
Your Career in Business (Addison-Wesley, 1997) which talks more about workers of today.
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2. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
Many come into the workforce claiming that they alone are responsible for their path. More than just a career, this type
of employee brings a sense of "vocare" (from the Latin meaning "to call") to his work. Maybe this particular employee
is listening for something that calls out to them, something that comes to them and is particular to them. Speak to
anyone who has experienced this vocare and they will tell you its a message they have attuned themselves to and
must to listen to.
Its important to recognize that vocation, career and job are not the same word.
For example: There are those who will see their role in your organization as nothing more than a job. Their job puts
food on the table and pays the bills. It doesn't make them bad people but just that they are satisfied to go to work and
fulfill their responsibilities. They anticipate the reward of a paycheck. They don't usually choose to connect their job
description to the success of the company or to the betterment of society or self. Sometimes discovering what
engages and motivates them will build within them a greater community spirit.
Career choices is a term we hear a lot about. Simply put, a career is a line of work. A lawyer or a securities analyst,
technician, sales, musician or human resources professional to name a few.
Not always the same as a vocare but some have been able to connect it to their career.
Some say that John D Rockefeller and Warren's Buffet see their calling as their career. Increasing their holding and
accumulating assets. I've never played marbles with any of these gentlemen so I don't know.
Some see music and artistic endeavors as their calling but have not been able to make it their career. Exceptions exist
but are rare because this line of work doesn't always pay the bills.
For those of us still teetering on the fence as to what our own calling may be, I recommend a wonderful book by
teacher and lecturer Marsha Sinetar called "Do What You Love and the Money Will Follow."
In my case, I worked for years at a career in sales to support my calling in writting, music and video production.
Recognizing the age differences of your employees give you an insight as to where they may be coming from. How do
they view their work?
Generally speaking age twenty tends to be about: "What can I choose to do that will make my life bigger and give me
more options?"
Thirty year olds may see their work as a focus. Many at this age have families and realize they are not going to be
able to do everything in their life and do it well.
Forty and fifty generally recognize their mortality. This awareness becomes more and more a part of decision-making.
Their choices become a lot more precious. The gap between your dreams and what you're actually doing narrows,
and you start living your life more directly.
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3. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
There are certainly exceptions to these scenarios. How many stories have we heard about individuals in their 60's,
70's and 80's who haven't lost their calling. It remains strong. One dramatic example comes from heart surgeon
Michael DeBakey. Dr. DeBakey at 90 years of age developed the first roller pump for blood. He went on to start
clinical trials for his new invention. As Dr. DeBakey put it: "As long as you have challenges and are physically and
mentally able, life remains stimulating and invigorating!"
These types of individuals live in the "possibilty present." They may even have regrets about their "road not taken"
from their early years. But instead of grieving this fact they choose instead to continue to live inspired lives and follow
their dreams.
Asking your employees to describe their deep interests can act as a valuable peek into what makes them tick.
Remember that having a particular aptitude for something without a deep interest can undermine one's success in that
field.
The point is, as an employer, its important to find out how your employees see their roles. Thus you can approach
initiatives such as Service Awards, performance achievement and Safety programs more effectively.
As with any team effort, knowing who your players are will empower you, your company and your workforce.
It is largely your responsibility to establish your workforce's culture and mindset. Working with an incentive
professional can help you greatly.
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