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Theories and trainings actually do not explain or teach the leaders specific, practical methods how to motivate people. When observing an employee, manager may think: “How can I motivate this person: should I raise the salary or say a good word? Should I praise him or offer something more? “

We are motivated when we are healthy (in a broader sense). This is our strength and our life-competence. Then we naturally have goals, desires and we are moving towards them. When I come to work, my goal is to earn money, achieve good results or even create something, actualize myself, carry out meaningful projects – find meaning and satisfaction.

Therefore, instead of asking “How to motivate an employee“, better ask “How to eliminate factors that demotivate an employee“ – these are the roots of the problem.

What Demotivates Employees?

Consequently, a natural question arises – is the employee like a gentle flower which can fade from the slightest wind and lose motivation?

These cases may exist. Still, the most important factor and measure is the balance between benefits, positive things, and negative factors that interfere the work, cause dissatisfaction and ultimately decreases motivation and work satisfaction.

For example, all added benefits (cosy office, sport club or personal growth opportunities) can’t compensate “the loss“ that employee experiences when he/she gets insufficient salary. Also, high salary cannot compensate the price if the workload is excessive. Also, the prestige of the international company cannot cover the price paid (bad emotions, humiliation, etc) for the rude supervisor’s behaviour.

Thus, if we want to answer the question “How to motivate an employee“ first we have to solve the issue “how to remove factors that demotivate an employee“ and check whether everything works properly in our organization. In some cases, the best action to increase motivation is eliminating demotivating factors.

If a leader delegates an important task, tells a good word, notices achievements or invites an employee for a dinner and shows his/her trust in this way – then all these gestures add to the good relationship.

However, we have to acknowledge, that there is another way to motivate people, and it should be called “mastery“. It means to motivate by your own example, by our authority, creating an inspiring vision, showing the meaning of the job, creating warm atmosphere and acceptance. This is the way how leaders motivate. However, for this kind of motivation employees have to be mature. How leaders implement their mastery? Do not ask! Every  leadership school has its own specific explanation and knowledge, we would not finish the discussion by the end of the week!

Motivate by Your Own Example

HOW TO MOTIVATE AN EMPLOYEE

Surprisingly, few workers are actually involved in their work. Globally, this percentage averages about 12-14, and in Western states, about 30 percent (Gallup, 2020). In the most successful companies, about 70 percent of employees are engaged, but there are few such enterprises.

“Employee involvement” is a management term that means that the employee likes his activities, the work is interesting to him, the employee is emotionally engaged, wants to continue this work, and goes to it voluntarily. When we ask people what a favorite job means to them, usually the answer is one – I wake up with desire, I go to work with pleasure.

How to Recognize an Uninvolved Employee?

The culture, product, and business model of the organization is important for employee engagement, but the most important role still lies with the manager closest to the employee. He can involve the employee or kill their desire. As the manager himself is indifferent, the problem is the team languishes.

The most important things that determine employee engagement are the belief that I can contribute to the quality of the product or service itself. Perhaps this is the answer to why business owners are drowning in the ears at work; why there are a lot of people involved in start-ups – the product is still in development and its future depends on you. Meanwhile, activities in companies where everything is created, well established, only routine execution remains – it does not inspire in any way.

Sometimes, companies and managers blame themselves for not getting employees involved, but there are some employees who will simply never get involved. These are negative, unsatisfied, or inactive employees. Employees who are waiting for someone to create an atmosphere will prepare descriptions until someone “motivates” to work.

Since involvement is greatest when an employee can influence the quality of a product or service, it is necessary to show how the employee can contribute to the satisfaction or well-being of the customer – after all, this is the final result of the right product (by the way, for the younger generation, the environmental impact of the company’s product is one of the most important criteria when choosing a future employer).  This is the mission mentioned in the title of this article. When I feel the meaning of my days, when I know that my work has an impact on people, on the world, it motivates, inspires. I want to get up in the morning and go to work.

How to Improve Employee Engagement

“I’M ON A MISSION”. EMPLOYEE ENGAGEMENT

Organizations can see an employee from three perspectives: as a resource-tool, as a partner, or as a sprout. Let us start from the beginning.

The approach that “an employee is the resource” sees the person as a tool – as an instrument to achieve the goal. If I need to hammer a nail into the wall, then I take the hammer and I do the work. When I want to achieve the goal, then I ask for help from my colleague and we achieve the goal together. This approach is based on a rational benefit. If employees in the company are seen as resources, then probably there will be no mutual loyalty.

This approach allows to employ and dismiss people without a special commitment and pain. The company has benefits – such a company is flexible, competitive and has no excess of employees. This situation may be favourable for the employees as well: not everybody wants to commit and bind themselves; to be a freelancer means independence when an employee’s attitude is: „I performed the job, I did what was written in my contract and I can say goodbye“.

An Employee is the Resource

There is another approach when the employee is the equivalent partner. Together we create value and achieve results. Partnership means that we are sharing hard and joyful moments, also money. Partnership is horizontal and it is based on trust. Such relationships are long-term and sustainable.

An Employee is the Equivalent Partner

The employee is seen as a sprout when the attitude to him is based on humanist ideas. When the employee joins the organization, then for him we create greenhouse conditions (employee welcome program) so the person can get rooted here. Then we have to put efforts (offer career plans, talent development) so the person can spread new branches (develop) and blossom (realize himself).

This approach is common in Western organizations, that seek to attract and recruit many young people (it is not worth to put so much effort for the old person?). 

An Employee is Like a Sprout

Of course, such an environment is favourable for the employee, but it also has side effects;

Although there is one dominant philosophy of attitude towards the employee, much depends on the maturity of the department and the staff. Of course, the members of the top management team are bound by the partnership that requires maturity. Thus, the organization has to raise, develop the employee and help him to mature. Does this start with purification of the soil where I can plant the sprout? This is a good question. First, I must look at what I am planting and what culture I am developing. If from the first days I show that the organization has to put efforts for the employee, then it is unlikely that I can expect partnership later on, because partnership is based on mutual commitment, mutual exchange.

Philosophy Depends on the Maturity of the Staff

WHO ARE YOU – A SPROUT, A TOOL OR A PARTNER?

An AI-based hiring tool

Energetikos objektų, aukštos įtampos tinklų, pastočių, vėjo jėgainių elektrotechninės dalies projektavimas.
iki 110-330kV elektros skirstymo ir perdavimo tinklų projektavimas;
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Projekto vykdymo priežiūra.
Reikalavimai:
ypatingo statinio projekto dalies vadovo atestatas, suteikiantis teisę projektuoti ypatingos kategorijos statinius (iki 110/330kV).
projektavimo patirtis.

Projekto dalies vadovas/Projektuotojas (aukštos įtampos elektros projektams) 

Visa informaciją apie poziciją rasite čia: https://www.esf.lt/apie-mus/karjera/ieskome-patarejo-s-teises-klausimais/1176

Patarėjas (-a) teisės klausimais

Visą informaciją apie poziciją rasite čia: https://www.esf.lt/apie-mus/karjera/ieskome-viesuju-pirkimu-specialisto-es/1175

Viešųjų pirkimų specialistas (-ė)

Darbo pobūdis:
Atidžiai peržiūrėti pateiktus dokumentus ir sutikrinti, kad juose nebūtų klaidų;
Pateiktus duomenis apdoroti su „Excel“ bei importuoti juos į kliento POS sistemą;
Pristatyti POS sistemos konfigūraciją klientui po duomenų importavimo, siekiant gauti rezultatą geriausiai atitinkantį lūkesčius ir poreikius;
Bendrauti su klientais ir atsakyti jiems į iškilusius klausimus;
Supažindinti klientus su sistemos funkcionalumu vedant mokymų sesijas;

Tikimės, kad naujas kolega su užsidegimu:
kasdien spręs klientų iššūkius ir juos pavers įgyvendintais projektais ir pardavimais;
vizituos klientus, jų metu analizuos jų poreikius ir ieškos naujų pardavimo galimybių;
rengs pasiūlymus pagal klientų poreikius, juos pristatinės klientams ir atstovaus mūsų įmonę derybose;
palaikys ryšius su esamais klientais ir atstovaus jų interesus įmonėje.

Tavo būsimieji kolegos: linksmai nusiteikę, savo srities profesionalai, kurie su džiaugsmu pasidalins realia patirtimi; kuria aplinką, kuri leis Tau kurti, spręsti, klysti, mokytis, tobulėti ir džiaugtis sėkmingais rezultatais; vysto ir kuria paslaugas paremtas ir susijusias su naujausiomis technologijomis.

IT paslaugų vadybininkas (-ė) 

Visą informaciją apie poziciją rasite čia: https://www.esf.lt/apie-mus/karjera/ieskome-analitiko-es/1174

Analitikas (-ė)

Nagrinėsite techninę dokumentaciją.
Organizuosite darbus, koordinuosite komandos darbą.
Valdysite užsakymų resursus.


Inžinierius - darbų vadovas

What we're looking for:

previous work experience in AML/ CFT field at least 5 years;
experience as MLRO – an advantage;
profound knowledge of AML/ CFT regulations;
strong investigation and suspicious activity identification skills;
experience in SAR reporting;
strategic mind-set;
high ethical standards, strong sense of responsibility and commitment to results;
developed time planning and organizational skills;
strong track record;
fluent English and Lithuanian language skills (spoken and written).

We Offer:

health insurance;
equity options;
additional paid sick-leave days (4);
partial remote flexibility;
training and development programs;
opportunities to grow in the company.

Best candidate should have:

At least 2 years of experience in AML/ODD/KYC/TM or similar area; 
Excellent analytical skills and high level of accuracy and attention to detail;
Fluent English in both speaking and writing;
Ability to adapt to rapid changes and make decisions;
Understanding of Lithuania and European regulation related to ML&TF risks;
Experience with third party tools (LexisNexis, Worldcheck, Ondato, etc.);
Understanding/experience with crypto would be a huge advantage;
Previous experience in a FinTech company would be considered a plus too;

We offer You:

Health insurance
Equity options
Additional paid sick-leave days (4);
Hybrid work model
Training and development programs.

Anti-Money Laundering Officer

Atvirieji ir vidiniai mokymai - viena svarbiausių kompanijos ALISA MANAGEMENT LABORATORY krypčių. Mokymų koordinatorius (-ė) atsakingas už mokymų  paslaugą nuo-iki: klientų užklausų priėmimą, atsakymą į jas, bendravimą su klientais telefonu, mokymų organizavimą, puikią klientų patirtį mokymų metu. Mokymų koordinatorius (-ė) dirba komandoje kartu su Pardavimų vadovu, Komunikacijos ir rinkodaros specialistu, įmonės vadovu, mokymų vedėjais. Tai dinamiška ir atsakinga pozicija. Visuomet būsite įvykių epicentre. 

Mokymų koordinatorius (-ė)

Įgyvendinti visus projektų etapus (inicijavimas, planavimas, įgyvendinimas, stebėsena/kontrolė, uždarymas), užtikrinti projektų apimčių ir terminų nustatymą, planavimą ir kontrolę.

Projektų vadovas (-ė)

Koordinuoti projektų, susijusių su iš atsinaujinančių energijos išteklių pagamintų dujų (vandenilio, biometano, sintetinių dujų ir kt.) integracija, įgyvendinimą

Atsinaujinančios energetikos projektų vadovas (-ė)

Atlikti duomenų analizę, skirtą iš atsinaujinančių energijos išteklių pagamintų dujų (vandenilio, biometano, sintetinių dujų ir kt.) integracijai į bendrą energetikos sistemą.


Atsinaujinančios energetikos projektų analitikas (-ė)

Paskirtų infrastruktūrinių projektų detalus planavimas ir įgyvendinimo organizavimas.

Projektų vadovas (-ė) - Tinklo pertvarkymo projektų grupėje

Tarpsisteminių linijų skerspjūvių ir šių skerspjūvių tarpsisteminių linijų balansų skaičiavimas.

Lietuvos energetikos sistemos darbo planavimas ir duomenų analizė

Analitikas (-ė) – Rinkos operacijų ir paslaugų planavimo grupėje

Bendrovės duomenų analitikos poreikių išgryninimas, analizė, įvertinimas.

Duomenų ekspertas (-ė) analitikas (-ė)

Verslo poreikių duomenų analitikai susirinkimas ir susisteminimas, prioretizavimas, duomenų analitikos sistemos tobulinimas;
• Periodinių Grupės įmonių aktualijų rengimas;
• Įmonių Grupės strategijos įgyvendinimui aktualių ES ir nacionalinių dokumentų analizė, aktyvus indėlis su Lietuvos energetikos sistemos analize susijusiuose darbo grupėse ir projektuose;
• Įmonių Grupės strategijos ir veiklos plano įgyvendinimo stebėsena, duomenų ir informacijos rinkimas siekiant strateginių ir stebimų KPI tobulinimo.

Strateginio planavimo analitikas (-ė)

Darbo patirtis klientų aptarnavimo/pardavimų srityje;
Geri derybiniai įgūdžiai;
Komunikabilumas, iškalba, geri bendravimo įgūdžiai;
Orientaciją į rezultatą ir tikslą;
Taisyklinga lietuvių kalba;
Dėmesingumas klientui, atsakingumas, atidumas detalėms;
Gebėjimas greitai įsisavinti naują informaciją;
Troškimas įgyti naujos patirties ir tobulėti.


PARDAVIMŲ VADYBININKAS (-Ė) KAUNE TELEFONU

Į SVYDIS GRUPĖS komercijos padalinio komandą kviečiame prisijungti Prekinio ženklo vadovą (-ę) darbui su privačiais prekiniais ženklais.

Prekinio ženklo vadovas (-ė)

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How it works

Accuracy supported by Artificial Intelligence

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Automated solution

Job market insights

You've already dropped in, now stay in the loop

Subscriptions plans

1,000+
matches expected every month

Community

An AI-based hiring tool

Trending Job Ads

Trusted by global brands

How it works

Accuracy supported by Artificial Intelligence

Wizard for a match

Automated solution

Job market insights

You've already dropped in, now stay in the loop

Subscriptions plans

1,000+matches expected every month

Community

1,000+
matches expected every month