There’s No Job Satisfaction! Improving Employee Retention
Survey results released earlier this week indicate that rather than being happier in their jobs, an increasing number of employees are unhappy. The study reports that “only 45 percent of those surveyed say they are satisfied with their jobs, down from 61.1 percent in 1987″. What does this mean to small business?
Typically, employee dissatisfaction leads to reduced productivity, in turn causing reduced profits for the business overall. Dissatisfied employees also raise concerns about increased employee turnover and the cost of subsequent training of replacement employees. To determine the cost your company incurs as the result of turnover, The Center for Community and Economic Development, University of Wisconsin Extension offers an Online Employee Turnover Calculator.
The survey results indicate that these are indeed legitimate concerns for employers. “Challenging and meaningful work is vitally important to engaging American workers,” adds John Gibbons, program director of employee engagement research and services at The Conference Board. “Widespread job dissatisfaction negatively affects employee behavior and retention, which can impact enterprise-level success.” In fact, 22 percent of respondents said they don’t expect to be in their current job in a year. Are there solutions to this growing problem? Yes! Discontent can be overcome with diligent effort on the part of owners and managers.
In my article Human Resources – Beyond Applications & Handbooks, I outline methods that will help employees to become more involved in your business, more productive, and ultimately much more content in the work place. Try some of these ideas in your business. You’ll be amazed at the improvement in employee morale (and the increased productivity)!
- Low cost incentives carry a huge impact. Poll your employees. What perks will help them perform more efficiently? Potential incentives include a longer lunch hour several times a month, perhaps a later start time several work days of the month, relocation of workstations or mobile workstations, potluck lunches with emphasis on all things non-work related, or a “quiet area” for refocusing.
- Clear and precise corporate economic goals enable managers to plan and implement employee programs designed to attain these goals in the most dynamic and cost effective manner. In businesses where employees are actively linked into the development of achievement plans, a higher performing organization is achieved. Brainstorming, utilized at all employee levels, can be an extremely useful and prolific tool. Implementation of informal dialogue, with clearly defined goals, should be encouraged. Creative thinking is available to each of us, and under positive conditions such as ‘no idea is a bad idea’, new strategies and techniques can emerge from the source of your company’s strength- your employees.
- Initiate ongoing training and motivational programs. There are many internet resources, books, seminars, and planned programs offered. Tailor your programs to the needs and goals of your company. Ask these critical questions when developing your programs: Can a long-term program be altered as my company grows and changes? Will the program allow employee interaction and personal development?
The suggestions and ideas outlined in this article are only the tip of the proverbial iceberg. Don’t let “What ifs…” and “If onlys…” hold you and your company back. Be proactive in your assessment and plans for your company. Strive to not only sustain your position in your industry, but also create and move into higher industry levels of success. Tips, tools, and techniques abound. Only you can determine what is best for your company.
