Each company implements the strategy of working in the market and the ways to achieve it, corresponding to internal and external situations. Candidates are expected to accept both the strategy and tactics of the company, and have a wish, knowledge, and experience to work effectively. Thus, a candidate promises the company to make their valuable contribution to the achievement of company goals. If the candidate accepts the agreed commitments, but does not fulfill them, the question arises, “What was the purpose for them to come to work, and why did they accept the obligations but do not fulfill them?”
It is obvious that working this way they rather hinder and damage the company.
For example, a bank teller who treated a major client rudely “helped” the bank to lose money.
The client left. As a result, the planned bank profit is lost, the reputation ruined, instead of receiving a service, the client receives distress, and the HR department is terrified since the budget for the staff recruitment and training is spent inefficiently…
How can you notice such candidates and employees who do not work in accordance with the commitments taken at the beginning of their service? How do we – their colleagues, managers or clients – immediately sense and see them? You will feel that you are making life much worse, interfering with work with your “stupid” questions, clarifications, and the desire to get something. You will see that you are here for them, and not vice versa. You will feel the wish to let the steam off by stamping your foot or banging your fist. However, there is another scenario: they smile and they are incredibly polite, they give promises … and then do nothing. They are sincerely surprised when we get angry and demand what is ours by right.
In my opinion, one of the reasons for this is the internal disagreement of the states “I want”, “I can”, and “I must”.
The first and second states reflect employee’s intrinsic motivation, and the third one tells about the external kind. It is perfect when all kinds of motivation are synchronized and consistent. When people ignore their “I want” and “I can”, agreeing to any work on the principle of “you will like it when you get used to it”, it turns out that then they start sabotaging their work, neglecting their duties, stealing, damaging, making rows with colleagues, supervisors, and clients. As a result, they simply don’t let anyone work!
How to see the unmotivated candidate / employee? I’m offering you a series of questions for the interview stage with a candidate, or a conversation with an employee, as well as listening to your heart.