Being overworked and underpaid is not solely reserved for women. Although, we know this does occurs more frequently for women than men, it is something that young professionals and more senior employees also experience.
Having some insight as to why and how this occurs, is the first step to making improvements.
Mark Hall, Vice President of Kelly Services Singapore suggests that many employees are dissatisfied as they are being overworked. It seems that, as companies are forced to cut costs, there is the need to reduce their workforce. This creates a reliance on their remaining employees to pick up the slack. In many cases these employees are doing the work of two people and are not being paid anything extra. Employees take this on whether they like it or not because they fear losing their jobs. There is no benefit for them to take on the extra workload, but if they don’t, there may be consequences to their actions.
Young people looking to get ahead feel pressured to perform. They may even feel peer pressure as they try to keep up or get ahead of their coworkers. This can especially be seen where organizations have a “silent expectation” where, for you to achieve, you are required to willingly put in the extra hours.
These young go-getters, may be termed “workaholics” as they work extremely long hours, even when “not asked” to do so. This pressure may put strain on their personal lives, drive them to burnout or eventually force them to leave.
I have heard some entrepreneurs tell their stories, where they were part of large organizations, hated their jobs, remained for a while to gain the necessary skills and eventually left to create their own businesses.
Companies who have these kinds of expectations can eventually expect a “brain drain”, as their talented employees move on to bigger and better things. The knock-on effect is to an organization’s bottom line, as they lose well trained staff with exceptional skills and knowledge, and an unutilized intellectual property of their own.
Working mothers also struggle with work-life balance. Having a career and juggling family life can be extremely challenging and stressful. Many working moms battle to have meaningful careers. When organizations do make allowances for them, such as part-time work or less hours etc., they are so appreciative that they work extra hard, sometimes performing the work of two employees. In some cases, there is an underlying expectation that they will take calls and do additional work from home on the days that they do not work. In many of these situations, they are not remunerated for the additional workload. Being taken advantaged of in this way, eventually leads to feelings of resentment.
Some employees, especially some seniors may feel that they are not being paid their true worth. Over the years, they may have taken on more responsibilities and are not being compensated accordingly. This leads to feelings of unhappiness over unfair wages. For some they may be able to ask for a raise or move to a company that will compensate them fairly, but in many cases, especially those involving senior employees, they may not have the luxury of finding another job and may be left feeling exploited.
Steps companies can take to keep their employees satisfied and feeling valued.
It isn’t that employees expect, in every situation, to be financially remunerated for the work or the overtime they do. Often employees just want some form of recognition, understanding and support. They want you to care, notice and acknowledge who they are and what they bring to your organization.
Employee recognition and appreciation is something that is undervalued in many companies. Some companies view it as more of a “luxury” and less of a “necessity.”
Smaller organizations may know and understand their employees’ needs, whilst larger organizations don’t make the effort or take the time to get to know their staff. It is just not a priority for them.
Employees spend most of their time at work. Ensuring they feel valued and appreciated is key to the overall success of your organization and therefore, you need to do something.
Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.
Feelings of frustration at work can lead to depression and extreme unhappiness. When employees don’t quite understand, what is expected of them, they feel like they have been left in the dark to fend for themselves. Sometimes employees are given tasks that they do not feel equipped to handle, and in many cases, they may not want to share their inadequacies with others, especially their bosses.
If employees are not recognized for the work they do, or they do not have the right kind of leadership and encouragement, they may feel vulnerable and uncertain about whether they are doing a good job. This may eventually cause them to leave.
A lack of guidance and support doesn’t only apply to the new kid on the block, but managers, new CEO’s and others, may also experience these same feelings of frustration. In a Harvard Business Review – “CEOs Need Mentors Too”, it was found that “84% of CEOs, credited mentors, more than anything else, with helping them to avoid costly mistakes and become proficient in their roles faster.”
It is important that as part of the culture of an organization, staff members understand where they can get the help they need. This may include connecting new members with more senior level staff members, who make themselves available to guide and support the new comers.
Staff members can help each other if they are given access to the right kinds of mentorship, where both parties do not feel pressured into making the relationship work, but rather choose to support one another. Ongoing support is crucial as employees’ progress and advance within an organization.
It is also important to build a culture which is rich in recognition. A study by Forbes Magazine found that “Companies that score in the top 20% for building a recognition-rich culture have 31% lower voluntary turnover rates!”.
We all like to be recognized, praised for a job well done and rewarded for our achievements. You only have to look at how well children achieve when positively reinforced.
Often young adults seek praise and recognition from their parents, by constantly trying to impress them. Human beings are always trying, in one way or another, to impress others, and this is no less for staff members. They too want to make some form of impression on their managers, bosses and the company itself.
There are many forms of recognition. Understanding your staff members and what forms of recognition they may appreciate, is a good place to start. Not all employees like to be recognized in the same way. For instance, I remember when one of my bosses offered me a gift as a reward. My love language happens to be quality time and affirmations, with gifts being at the bottom of my list therefore, you may understand how this form of reward did not mean as much to me, as a few simple words of praise would have done.
I recommend you reading a book called “The 5 love languages” by Gary Chapman. It is not only beneficial for personal relationships, but may provide understanding and insight into your staff’s, customer’s and other people’s needs as well.
To reduce staff turnover in your organization, you really do need to become more aware of their needs, their strengths and provide them with the right kind of resources and rewards, that will help them to achieve their true potential. They are the backbone of your organization and without them, your business will not survive.
Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.
There may be several reasons why you hate your job. Sometimes your unhappiness may have nothing at all to do with your work, it may relate specifically to other areas of your life, where you feel dissatisfied.
To assess if you truly do hate your work, you may like to ask yourself the following:
- Are you bored with life?
- Are you stuck in a rut?
- Have you lost the passion?
- Do you dread going to work?
- Do you hate your boss and / or your co-workers?
- Do you feel like you are not being paid enough?
- Is work effecting your personal life?
- Do you feel that your skills and talents are not being utilized?
- Are you feeling drained or burnt-out?
- Do you find yourself procrastinating when you are usually very focused?
- Do you feel constantly sick?
- Are you impatient and irritable at work?
- Are you more interested in your friend’s career than your own?
- Are you constantly looking at the time, waiting for the day to end?
- Do you complain a lot about work?
- Do you see the glass as half empty?
- Do you have Sunday night blues?
If you hate your job, you have to do something about it. You need to figure out what is really causing these feelings and find ways of improving your situation. You may have to consider looking for another job where you will be happy. The one option that you don’t have, is to do nothing.
According to science, hating your job can affect your health in the following ways:
- It can cause weight gain.
- It can lower your immune system.
- It can ruin relationships.
- It can cause sleep deprivation.
- It can increase the risk of serious illnesses.
Understanding the causes behind your unhappiness is the first step to improving your circumstances. It is the light-bulb moment, where you can no longer ignore the situation. It is the opportunity to make life-changing improvements.
Every day you are faced with making decisions. Some are in our control and some aren’t. We can only make choices based on the things we can control.
Here are a few suggestions, to help increase happiness, that are within your control.
- You can choose how you are going to feel and how you respond to different situations.
- Often we react when we are triggered, or by negative events that cause us to defend ourselves. You always have a choice as to how you respond. For your own sake, it is best to remain calm, don’t judge, give the person the benefit of the doubt and where possible, remain empathetic and respond with compassion.
- You can choose to leave the past behind you. If you had a bad day yesterday, that is OK. Remember that was yesterday, today is a new day. Obsessing about the past is a negative mental reaction. You can always choose to remain positive.
- Choose work situations where you can surround yourself with positive people. Avoid negative situations and people who bring you down.
- Accept your failures, learn from them and move on.
- You can choose to live peacefully. This means, not comparing yourself to others and being grateful for who you are and what you have.
- Choosing to be happy, requires you to change your current behaviours, thoughts and habits. The one question, recommended by Dr. Phil, and that I always ask myself is, “How is this working for me?”, and if it isn’t then, “What do I need to do to change the situation?”
Remember, most things in life are a choice, your choice, so choose wisely.
I too hated one of my jobs. I wasn’t the only one in the organization who was dissatisfied, but nobody seemed to do anything about it. I remained for a lengthy period of time, because I felt stuck. The best thing that happened, was my leaving. Now I love what I am doing. Not every day is a great day, but overall, I am truly happy.
I have to make choices every day. I mostly focus on the positives and choose to make the best of every situation. I try to remain calm, (most of the time) even though this isn't easy for me. I continue to try to handle difficult situations with less emotion, and let the things that are beyond my control, go quickly. It isn't always easy, but I keep on making improvements along the way.
One thing I do know for sure, is that being unhappy at work, is just no longer an option for me.
Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.
Currently
87% of the world’s workforce are disengaged. With each passing year, the
workforce is becoming more and more dissatisfied with their jobs. If this
continues, the majority of workers will be unhappy, disengaged and unproductive. Turning a
blind eye is just not an option, as this leaves companies vulnerable to high
turnover rates, and results in direct and indirect costs.
According to Asap Awards, “In a
recent study published by Kelly Services, the staffing agency found that nearly
half of employees polled (48%) were unhappy at their current job. Kelly
Services performs this same poll on roughly 120,000 workers each year to gauge
overall satisfaction levels. In 2012, the number of dissatisfied workers was
slightly less at just 37%, but it’s since grown to a staggering 48%.”
So, can this
be avoided? Absolutely, but not if you continue to bury your head in the sand.
You first need to get to understand your employees and their needs.
Here are some tips that will help:
1. Communication
It is important that the lines of communication are open. Both bosses and
staff members need to feel that they can communicate freely with one another.
Employees need to be kept in the loop with regards to where the business is
heading. Relaying the company’s vision, puts everyone on the same page. Staff
members can feel like they are part of the big picture, adding value to the
overall goal of the organization.
Visa -versa, bosses need to express their openness to listen to their
employees. They need to be approachable, to not judge but rather support them.
This way employees will be willing to share their vulnerabilities and ask for
the help they so desperately need.
Most human errors occur due to a lack of effective communication.
2. Encourage Professional Growth
Provide the means for employees to grow. Not all employees will want to
develop new skills, grow and advance to new positions, but all employees can be
encouraged to learn and grow in areas where they will be able to continue
adding value to the organization.
By having the understanding of your employees, you will be able to sift
through those that are the high achievers, those who just love doing what they
do, as well as those that are negative, have no interest in what they are doing
and who continue to drag the organization down with them.
If employees feel like they are stuck in a dead-end job with little or no
opportunities for growth, they won’t hang around for long, especially if they
are looking to get ahead in their careers.
It is important that you recognize great talent within your organization.
They need to know, that promotions are available for those that work hard and
excel in their current positions.
With the right kind of mentorship, you will recognize talent from within,
you will give your employees a voice and you will help them to gain the skills that will help them to achieve. At the same time, you will be able to gain additional intellectual property for your organization, through the harnessing of personal knowledge that is transferred between employees.
3. Recognition
Recognizing and awarding your employees capabilities, creates loyalty,
reduces turnover rates, increases morale, drives productivity and sometimes has
them going beyond the call of duty.
It is important that recognizing and awarding employees is done in the
right way and not at the expense of others, where they are left feeling
inadequate or inferior. Each person is an individual with their own personal
capabilities and strengths. This is something that needs to be recognized and
re-enforced.
It doesn’t matter if you are a large or small company, if the culture of
the organization instills these principles, where they become an inherent part
of the company’s DNA, then the principles outlined above will flow down from
the top to their managers and onto the rest of the staff.
If everyone in the organization understands what you are looking to
achieve, then they will adapt and be the driving force in making this happen,
and those that don’t – well maybe they shouldn’t be there.
Mentors Insync provide
the right kind of mentoring as a solution to supporting employees. If you are
interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.
