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.
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.
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.
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