But other motivating factors come into play in terms of why specific employees go the extra mile every day at their place of employment. First of all, there are many prepaid phone companies such as the one I work for -- employees have a great deal of choice to move from one establishment to another. However, not all of these companies boast the level of engagement and motivation seen in our employees. Because employees feel a sense of friendship with one another, they are more dedicated to going the extra mile to help customers, and to spend the extra hour at work to make sure that everything gets done -- no one wants to let a fellow employee down.
No one would think of going to another phone company, even for a few extra dollars an hour. Of course, a substantial salary raise, or a promotion that reflected a different company's esteem for the individual's record might draw someone away. But employee retention can never be secured through financial compensation alone, or even by giving new titles to the individual. Instead, the employee must receive an elevated sense of life quality from working in the establishment. As all workers spend more and more time at work, this is important in all businesses,...
And finally, the types of customer the business deals with secures retention -- customers that are unappreciative or unreasonably demanding can drive good employees to seek work elsewhere, even if their pay and promotion prospects are strong. Being locked in a bureaucracy that creates unnecessary job demands can also drive employees away -- there have been several individuals at the company who formerly worked in health care, but left that field, even though they liked their bosses, fellow workers, patients, and the pay and promotion prospects. They said the red tape was simply too frustrating to deal with, day after day, and the more intelligent and efficient design of our small, hands-on company made their new work more satisfying.
Works Cited
Lewin's Three Stages." (2007). Changing minds. Retrieved 27 Aug 2007 at http://changingminds.org/disciplines/change_management/lewin_change/lewin_change.htm
