Are support and motivation programs the key to employees' hearts?
Professors Eleanor Simpson and Peter Balsam in their work “Behavioral Neuroscience of Motivation” note that motivation is defined as the stimulation of behavior by certain factors to achieve a goal and is the basis of our interaction with the world. Behind the motivation are always hidden needs, both basic – safety, survival, availability of water and food, and fundamental – the need for interaction, communication and recognition. At the same time, it is important to note that motivation is a complex of both external and internal factors that stimulate human behavioral reactions. For every HR professional, understanding and applying the principles of motivation is a key aspect of training and further work in the field of personnel management.
The study of the emotional intelligence of our employees is part of the process of forming their plans for further development. We analyze which type of motivation prevails: external – when we need to plan individual elements of motivation, or internal – when an employee “generates” motivation within himself, and in this case recognition of achievements becomes important.
Why am I bringing this to your attention? The pandemic and the full-scale invasion combined the needs of the people into a single entity. If earlier HR specialists focused on creating a comfortable work environment, now we need to consider the life context of employees and its impact on their work. It is no longer possible to separate work and personal lifebecause a person and his resources constitute a single integrated system.
Motivation research: studying the needs of employees
One of my colleagues recently told me: “Lily, thank you for knowing that in this constant stress I have someone to turn to for support and help. This feeling already makes my life easier.”
These words emphasize our mission as an employer: to support employees, give them a sense of stability and help when they need it most.
That is why in May-June 2023 we held In-depth motivational research. The goal was to find out what motivates our employees, to identify the key factors of their motivation and demotivation. We sought to gather detailed feedback from our employees to better understand where we should focus our efforts to minimize demotivating factors in the work environment and prioritize our motivation system. HR can offer many ideas to maintain a high level of motivation, but which of them will be the most effective and will find a response in the hearts of employees?
The research methodology was formed in such a way as to cover the key motivational factors that influence the loyalty and involvement of employees: basic needs, interaction with the direct supervisor and senior management in Ukraine, working conditions and regime, internal business processes, corporate culture, compensation package, opportunities for self-realization and development. The analysis was carried out according to various categories: position level, length of service in the company, regional affiliation, age, and others.
The results showed that 45% of respondents maintained a high level of motivation, in 37% it increased, and in 18% it decreased.
Why is there a decrease in the level of motivation? I am sure that our results reflect the general trend in the labor market of Ukraine, where the main reason is stress. Stress caused by war, instability and uncertainty of the future, the desire to live “here and now”. Added to this is the increase in workload, the need to respond to rapid changes in business and be ready for transformations. All this creates additional pressure on employees, affecting their motivation.
Combating stress at the workplace: how we help our employees at Teva in Ukraine
External studies show that in Ukraine, on average, 88% of employees experience a significant decrease in efficiency due to stress at the workplace.
Can we help our employees in the fight against stress? Definitely, yes. As an employer, we have a responsibility to create a conducive work environment and support the well-being of our employees.
In 2023, we introduced “Retreat for employees and their families”. As part of this initiative, employees had the opportunity to spend a week in a hotel in the Carpathians with their families to regain strength and change the environment. During the year, 250 employees and more than 500 members of their families took advantage of this opportunity. We plan to continue this program this year as well.
In 2022 we also added psychological support for the employee health insurance program. If previously there was almost no demand for psychological counseling, during the full-scale war, the percentage of employees who consciously sought such help increased to 20%. We are observing a change in the paradigm of society's thinking: seeking psychological help is becoming the norm, which corresponds to the practices of Europe and the USA.
In addition, we have financial assistance program for employees when they face unexpected difficulties or serious illnesses. This may include financial support for serious medical conditions, emergencies or other personal crises. Thus, we support employees not only with words, but also with concrete actions, reducing their stress and helping them in a difficult period.
In such difficult times, it is especially important to pay attention to recognizing the efforts of employees and expressing gratitude for their work. Our the Teva Stars rewards program is an excellent tool for this. It allows each employee to express gratitude to colleagues or teams, emphasizing the importance of their contribution and promoting a positive atmosphere in the team. Rewards within the program are related to our corporate values, and for each reward, the employee receives a certain number of points that can be exchanged for certificates in various stores.
In addition to supporting mental health and care in difficult times, our employees value such motivational factors as the stability of the company and its reputation in the market, timely payment of all compensations (salary, bonuses), supportive atmosphere in teams, as well as opportunities for development and the training we provide. It is important to note that we also we compensate for external studies within the framework of the employee's individual development plan, which contributes to their professional growth and expansion of competencies.
Work as support in difficult times
Due to the full-scale invasion and the deterioration of the quality of life, people began to value their work more. It has become not only a source of income, but also a support that gives a sense of stability and support.
As HR professionals, we are acutely aware that stress will continue to affect the motivation of our teams. Our duty is not only to show empathy, but also to actively act to create “islands of stability” for employees. This means developing PTSD support and assistance programs, integrating veterans into the work environment, analyzing factors influencing motivation and demotivation, and offering activities aimed at recovery and prevention of burnout.
So, the question of whether our employees need to be motivated has an unequivocal answer – definitely yes! At the same time, it is important to emphasize that motivation is not only the task of the employer, but also the personal responsibility of each employee. After all, without their internal motivation and desire, the best programs and initiatives will not have the desired effect.
Liliya Dubas, Head of the Department for Work with Teva Personnel in Ukraine