As organizations continue to evolve and manage change, two questions remain unanswered — What does the new employment contract look like? And, how do you motivate your workers?

Face it, loyalty, as we knew it in the past, is gone. Employees no longer feel a strong sense of trust for management. They are tuned into taking care of themselves and protecting their futures. Once we agree that the psychological contract is dead, we can’t help but wonder, what will take its place? And in looking for the replacement, we can not overlook the desire employees have to keep themselves employable and monitor their options. 

So perhaps the new employment contract will be one based on a mutual commitment to support the continued development of the employee. This provides the foundation for a win/win situation. The company benefits by the added expertise, a more focused workforce, and lower costs as a result of lower turnover and employee assistance costs. The employee benefits by continuing to learn and building marketability, and is less likely to be overwhelmed with fear for the future.

Motivating employees can take many forms. The best approach is to ask what your employees are interested in. Remember, not everyone is motivated by money, and even those who are get to a certain level where other actions and incentives are sought.

Many companies are experimenting with very creative incentive programs. INC. magazine recently reported on a company where employees earn certificates for art supplies, an office party and even skydiving lessons. Creating a recognition program where co-workers and peers can nominate employees for recognition can also be very successful. Have fun with the ideas of motivation - casual day, "walk in my shoes for a day", thank you notes, pizza parties, motivational speakers, and lunch and learns on personal skill development, are just a few ideas.