The Basics Of How To Run A Successful Business - Employee Satisfaction
So if the paycheck isn't the bottom line, what keeps employees coming back to work and enjoying it? Studies have shown that five conditions help workers avoid burnout and establish an environment in which they can grow:
1. Leadership of the Supervisor: If employees have a caring supervisor who makes them feel wanted and appreciated, staff is more likely to openly communicate. People have to feel like they belong or that they are encouraged. It's better to establish a risk-free environment so employees feel good about asking questions and for help. Establishing a mentoring program for new employees is also a good idea.
2. Consistent boundaries: A policies and procedures manual should be clear to give staff guidelines for what is expected, such as acceptable and unacceptable behaviors; dress codes; time to work and time to leave; and how work is set up in the program. When employees are caught doing something they didn't know was wrong, it causes unnecessary conflict. Developing a good policies and procedures manual just relieves a lot of frustration.
3. High expectations for success: Supervisors can convey these expectations by showing appreciation for teaching methods and behaviors that meet the company's standard.
4. Skills development: When managers give the okay for employees to attend professional development workshops and seminars it helps direct employees into a striving and learning mode.
5. Encouragement of participation and needful involvement with others: Holding meetings where people can communicate their ideas and feel like they matter builds morale. When they can share and become a part of what affects them. Then they are encouraged to have a role in the company.
If you have done your best to hire a compatible and qualified staff, provide perks, and create an open working environment, why on earth would any employee leave? Problems may stem from the employee or the work environment.
If a specific employee appears to be unhappy or unable to do their job, try asking four questions.
- Does the person understand what their job is? (If not, they might need more education.)
- Do they have the skills to accomplish what they need to do? (To solve this problem, more training will be necessary.)
- Do they have a good attitude about getting the work done? (If the answer is no, managers should counsel staff to offer different options for perceiving and dealing with the work situation.)
- Is the environment conducive for doing the job? (If not, managers need to look at themselves and the center's established policies to see what is making it difficult for employees to work.)
There are five basic reasons why people leave to find work elsewhere and these are areas to consider if a company's turnover is high:
- The first deals with an employee's concern with their working environment, whether it be the physical surroundings or management policies. Workers are also striving to be proud of where they work and will be concerned about a company's reputation.
- The second reason revolves around lack of appreciation. When employees perceive they can be easily replaced and aren't valued as contributing anything purposeful to the center, the next logical step is to look for a workplace where they are more respected.
- The third point looks at management policies that prevent workers from getting their job done, such as too many rules or supervision that isn't supportive.
- The fourth explores the stagnant nature of some jobs. If people aren't learning or broadening their skills, most will likely go someplace that offers them more of an education.
- The fifth deals with salary because employees want to be paid commensurate to what they do.