How to Cope Employees' Self-Actualization

Employees Needs is quite diverse. One of that is self-actualization. Not a few employees than joint with your company, have strong desire to satisfied the needs. Unfortunately, this is often can not be realized.

At least, there are two requirements if your company wants to fulfill needs of self-actualization.

1. There is a system of employee development that transparent and based on merit system. It is included the introduction of clear benchmarks, especially the criteria that describe a person entitled to follow a development program. Such as a limit of how long someone had been joined with your company. What kind of their education qualified or occupation. The chance to develop your workers in form of educations, trainings and promotions must be open for all. Criteria of workers who objectively meet the conditions is had been outlined, along day before. That will keep up the spirit of other employees who have not yet time to get a satisfying need of self- actualization.

2. There is full authority among worker to finishing their jobs. Fulfilling needs of self-actualization, you company must lean more giving freedom to employees. So that they can create a improvement to support their tasks. That conditions will develops their skills and expertise. Also, it will increase the feelings of self-confidence and responsible for the worker. If you make intervention that too excessive, it is not tolerated.

Two conditions above must exist. If only one of the conditions is met, so there is queasy fulfilling. For example, in your company opportunity getting self-actualization is open to every employee. But, there is no authority running jobs. Whether the effort to develop your workers can be success? No odds, if there is someone is called the puppet. Because, that one occupies the particular position, could not afford to make policy with the full self-initiative.

Finally, your company will get a full support from your workers. If you take care their self-actualization needs.

How to Get Employees Loyalty

There are many ways to build loyalty among the workers. For large company spoil the needs of employees is not difficult. With the great financial ability, they are able to provide sufficient facilities. Especially salaries, allowances and bonuses are awarded. Some companies provide health insurance, education assistance loans and loan for build home. Even, not a little company give a chance to their employees take part ownership of company shares.

That conditions above contrary with small companies in various financial capabilities. They tend to have a different strategy to build loyalty among employees. Generally, they give extra touch on the working atmosphere be a little personal. So they can communicate closely and having a tight psychological relations. This is one of factors that employees attractive working in small companies.

Both large companies and small companies can increase employees loyalty through fulfillment self-actualization. Through this approach, employee’s loyalty is build through careers and self-development programs. There is a great hope to build employees loyalty be more effective.

A challenging job is perceived as a very potential instrument to demonstrate achievement someone. Spirit to solve a challenge is not owned everyone. But, it is own only by people who have high level of a desire. Of course, they are employees that followed their dynamics of life. They are very pleasant towards self-development program.

Finally, there is a great result if needs of self-actualization can be realized your company. The loyalty of employees is not need boosted again by the management. Their loyalty will arise by their selves. Neither caused a threat to demotion of organization hierarchy and losing their job. Or, they fear is not paid. But, with full awareness, they understood loyal to your company. It means their needs self-actualization is fulfilling guaranteed. They will support a whole without any restriction so that their company winning in the business competition.