Working in a corporate environment is a learning experience for everyone—regardless of their experience in the industry. It might sound a little ironic if a manager tries to motivate employees with an inert sense of responsibility and divinity in work.  

The quickest way to understand this is to put you in the employee’s imagination. Would you (or another employee) work in a corporate environment if you weren’t paid for it? Yes, some willingly work professionally without payments, but that’s still not a job. 

You can call it volunteering or an internship, but it’s still not work in its essence. Before you grow as a manager, you must learn the idea of working and an employee’s intention behind working.

Work in Corporate: Nobility vs. Commodities

Corporate has changed over the last few decades as we have advanced to a more holistic approach. Companies now cater to their employees’ emotional, medical, and social needs. For instance, a company may provide a health insurance policy for its employees, or it may keep some recreational activities now and then.

These features, no matter how positive, are still add-ons to employment. Yes, some individuals do work for experience, exposure, or a chance to prove themselves. However, these motives aren’t strong enough to retain the employees. Some individuals may even do the following tasks for you without question:

• Volunteer
• Exercise
• Create
• Build

While these individuals may carry out all sorts of tasks for the corporation, it doesn’t qualify as a proper job. Any corporate job without monetary payment doesn’t qualify as a job. Managers must draw this line and understand this difference.

Better Managing: Be a Better you

It’s easy and common for managers to get overwhelmed with so many responsibilities and powers that come with their role. As a manager, you want the best for the organization and the employees and want mutual growth. However, how you approach these goals makes all the difference. 

For instance, some managers become so “obsessed” with corporate goals that they forget their employees' importance. They try to manage the workplace with the upper hand. While this sternness is necessary for some cases, it’s not the only way out. 

If you pressure the employees long enough, they will rebel. Even if they respond, they’ll still develop resentment toward you as a professional. The best way is to not consider yourself above these individuals. Always remember— you are a part of their projects and tasks because they have to— not because they want to.

Bottom Line

Once you realize the importance of accepting employee issues, developing empathy becomes easier. You should take a step back and remember the period when you were an employee and your struggles. 

Appreciative actions like recognition and creative freedom are great. However, you still won’t retain your employees if you don’t provide them with the necessary monetary growth. Learn to value their hard work instead of taking it for granted.