Don't love your work

Dear Lloyd,

Five years ago, I was promoted as a human resource manager. I served as a father of 200 employees in a garments company. I’m enjoying my work until now. However, I have a problem with some of my newly hired employees. They tend to resign after a month or two. I’m telling them to love their work and be more productive but it doesn’t make the situation any better. Where do you think the problem is?

More power to your column!

Alfred Rupert
Quezon City

Dear Alfred,

First, never think that you are the problem. It will only discourage you to focus on the solution. Second, you may want to look for the common denominators among those who have resigned. For sure, there is one collective reason why they got out. Figuring this out will give you a freehand and free mind to focus on strategies which will help you better understand people behavior and understanding.

Let me tell you what I’ve observed based on my personal experience in handling people.

I think there is a problem in the motivating factor. Many employees today don’t really know what they want. Only few have a clear goal in life. Some are frustrated that their education has nothing to do with their present job. Others just take the job because they have no choice at all. This is where the problem starts. And I bet it happens to other HR managers as well.

Here’s the key: Don’t love the work. Love the opportunity in it.

Infusing this philosophy to your employees will make them see the big picture on what ‘work’ is really all about. It’s sad to note that many people are too emotional in the workplace. We can’t blame them. We are a nation of confused workforce. What we do at home has a deep impact on what we do in our office. And we all know that this is not good for everybody.

Let me tell you why we don’t need to love our work. It’s because we must not treat our job as a work. We must see it as an opportunity. If we would love our work, the possibility of hating it is extensive. When an employee started to hate what he is doing, your team will surely fail to deliver the goods. This hatred eventually becomes a ground to quit the job, leave the company and explore other pasture.

On the other hand, if we teach our people to persevere and show them the opportunities ahead of them, then I think if would fuel them to be more, work more and achieve more. And this must be taught not during exit interviews. This must be included in your orientation programs. For your loyal employees, you can re-orient them. Please take note that in we need to unlearn so that we could learn again.

Here’s one story. When Michael Jordan was asked about his ‘work’ by a reporter in an ambush interview after his announcement to retire, Jordan made a very commendable response.

The reporter asked: “Sir, how do you feel now that you’re retiring from your work?” The NBA’s greatest icon answered: “What work? I’ve never worked in my entire life.”

This is the same motivation that we need to impart on our people. The value of working is in the love of opportunity where a job is not viewed as a job. Rather, it is seen as a chance to become better and show the world what more can be done.

Develop a forum for them where they can talk about their disgusts. Let them speak their thoughts. Encourage them to enjoy what they are doing and persuade them to do what’s best for their particular assignment. Establish a direct connection with them. And always keep your door open.

Let us change the mindset of our people. Living the work would only limit their creativity. Let us make the most out of the human resource that we have. Let’s help them exhibit and achieve their full potentials. Give them the value that they deserve. And make sure to give them a chance to picture a better future in your custody.

Now, who will resign with such motivation? Fortunately, I don’t hear one yet. That makes me think that this philosophy works.


Your buddy to the top,

Lloyd Luna