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Change to Engage: An Interview with Rohit Singh, Director of Talent Management, MassMutual Content


Change to Engage: An Interview with Rohit Singh Director of Talent Management, MassMutual

Employee engagement is a major priority of today’s HR leaders. With workforces being comprised of multiple generations and ever-evolving technologies, pinpointing motivating factors is proving to be difficult. In this thought-provoking interview, Talent Management Exchange speaker, Rohit Singh talks with IQPC Exchange’s Kristen Schipfer-Barrett about motivating multigenerational employees; engagement in 2020; career path evolution; and the rise of organizational flexibility and transparency. 

KSB: What do you feel is the greatest motivator for actively engaged employees today?

RS: I think there are a few factors that realistically have always been important and seem to have become even more so now. One of these engaging factors is how does the individual’s work connect with the broader purpose of the organization - and society in general. It has become more important to the Millennial generation, which is more socially connected. But, this has always been what people look for in jobs. People always want to see meaning in what they do. I don’t think that has changed at all. People like to have more freedom in having a say in what they are doing and being able to make their own decisions. They want opportunities to try new things and to learn from those things.  More importantly from an organization’s perspective, they want managers and leaders who give them freedom. I would say that those are things that even I would look for in a job.The other factors are the levels of collaboration and teamwork that we can have with our peer group. Those factors contribute to our success and influences how we think about our work.

KSB: I completely agree. I think that these‘wants’ go further than just one generation.

RS: I think that we are just now catching the impact of the connectivity that technology provides. The new generation, having grown up with it, is used to instant feedback and interactions. This is a major motivator for them. One thing that we have realized in our experiences with the younger workforce is that they are constantly networked, or connected. Because of this, they are used to receiving constant feedback on things. The traditional organizational process of periodic evaluations and feedback doesn’t work for them. Instead of mid-year or annual evaluations, they would much rather have more frequent,short bursts of interaction and feedback. That’s part of the motivation. Unless they are constantly aligned through communication and feedback, it impacts their levels of motivation and engagement. They would not be successful in structures where they are given their work and every once in a while get feedback on what they’ve done with it. They like to create something, get feedback and move on to the next task. That’s a key part of the engagement and should be aligned with organizations’compensation and rewards programs.

KSB: I can definitely see how that could engage Millennials. Further, I think that even those who are not digital natives, but digital adapters, are getting used to that in other areas of their lives and have come to expect the same things. It doesn’t seem to be entirely isolated by generational lines.

Do you think these motivators will be different, or intensify, by 2020 due to the fact that organizations and structures are rapidly evolving?

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