Human beings have witnessed enormous transition overtime in every aspect of life. From being an ape to the present modern, civilized versions, this species seems to have a greater tendency to change than any other species of life. There is no section of the society that has stayed untouched from the brisk changes covering almost every sphere.

The employment patterns and relationships have also tremendously altered since the conventional times. Moving from a slave-master relationship to the present employee – employer chemistry, the complete outlook has transformed. Employees are no longer working on commands; rather they are working for their own desires and their planned career graphs. It therefore becomes a challenge for the organization to involve employees on a long-term basis. The smarter category would soon drift away to better available opportunities (in spite best pay packages and other associated benefits) and the otherwise average would stick but even they would perform for the heck of it.

Moreover, the only one who is concerned is you because you own this firm. The losses directly affect you and more than that; the inherent emotional attachment strikes right inside, thus making the pain even bitter. However, the so-called professional family moves on. Increasing job-hopping and absenteeism are a norm. A massive proportion of earning goes into nursing the desired ones but then, is there a better solution? How can one make the employees fell the way owner does.

Let Employees Own Their Work:

Well the answer lies in the question itself. Make employees fell that they own the work. Create an environment where they work because they want to work and see their “own” company grow. Let them believe that it is they who will eventually gain out of it. Make it an attachment rather than a professional understanding. Few crucial factors that could result in the said culture are:

• Let employees feel that they are a part of the organization. Include them while taking important decisions, for attending conferences, crucial meetings and seek advice before taking smaller or bigger changes.

• Refer to their key suggestions and contributions in public.

• Divulge in small one-off chitchats, not related to the scope of responsibility.

• It is important to recognize the effort so ensure to give positive feedback and chalk out realistic bonus schemes.

• Introduce ESOP, i.e., Employee Stock Option Schemes, however with limited buying-out rights. This is a direct way to share holding rights, but, due consideration must be given to company’s market position.