Job satisfaction doesn't have to slip in turbulent times
Recent results of a national job satisfaction survey brought to mind a cartoon published in the New Yorker magazine last spring. It showed two feeble oarsmen trying to row a very hefty Viking ship. “At this point,” one said to the other, “I’m just happy to still have a job.”
It’s tempting to think, in times of double-digit unemployment, that workers who have managed to keep their jobs are satisfied. In fact, a recent survey conducted by the Conference Board, a private research group, showed U.S. job satisfaction at its lowest level in two decades. This is despite huge gains for employees over the years, including fewer workplace hazards and a greater appreciation by employers of the work-life balance.
According to the Conference Board survey, only 45 percent of U.S. workers are satisfied in their jobs, and workers younger than 25 – the future of the American workforce – are the least satisfied. Additionally, nearly one-quarter of those surveyed anticipate leaving their jobs within the next year.
In light of the current recession, the data is not surprising. Many workers have witnessed layoffs, taken pay cuts or freezes and still worry about their own job security. To make things worse, the shrinking workforce has resulted in more work for the employees who remain. It’s no wonder then that employees could use a little extra attention. As the effects of the recession linger, employers should examine the level of job satisfaction among employees, and take steps that will help their workforce feel valued.
Many studies over the years have shown that when an employee feels valued they tend to be motivated, involved, and enthusiastic about their work. They care about the future of their company and want to see it succeed. High levels of employee engagement can have a positive effect on quality, productivity, customer satisfaction and employee loyalty – all vitally important elements for any business to emerge from a recession.
Methods of engaging employees
There are many ways to encourage and engage your workforce – even during tough times. While money certainly impacts morale, according to Bob Nelson, workforce management expert and best-selling author, it’s not the only motivator.
“Often, simple, creative, no-cost ways to show your appreciation in a timely way can have a larger effect on your employees in making them feel special and motivating them to rise to the occasion in difficult times,” says Nelson. Here are a few suggestions:
Communicate promptly and clearly. Leaving employees in the dark can increase anxiety. Timing is important. If you’re making significant changes, let employees know as soon as possible. Not sure yourself what the changes will bring? It’s OK to admit you don’t know what the future holds. Employees don’t expect guarantees of job security, but they do want to know where they stand.
Ask employees for participation and suggestions. Employees can be rich sources of ideas for weathering a downturn. According to Nelson, “Every employee has a $50,000 idea. Managers need to be proactive in helping to get that out of them” by opening the lines of communication and encouraging employees to share their insights. Employees who feel involved in helping the company survive will not only identify and trim waste but also will more likely step up their own performance.
Celebrate victories – even the small ones. When times are hard, little things can make a big difference. Boost employee morale by celebrating tangible improvements such as landing new clients or new contracts, or boosting profits or sales. Says Nelson: “Managers shouldn’t believe that their employees should simply feel lucky to have a job and therefore don’t need support, encouragement and recognition when they do good work.”
Respect employees’ time. As staffs grow leaner, the remaining employees frequently work longer hours. Be smart about how people spend their time. Eliminate bureaucratic processes that produce few or vague outcomes. Consider establishing policies that promote flexible schedules. These practices can dramatically boost morale and employees performance.
Focus on staff development. Tough times often require companies to rein in spending on employee training; however, organizations should cut back strategically rather than across the board. Direct training dollars towards top performers who will benefit most from leadership training. Ed Frauenheim, a senior staff writer for Workforce Management, states that “A commitment to training can beef up workers’ employability over time and show the organization’s belief in them and concern for their career well-being.”
Promote "curiosity" among company leaders and managers
A healthy dose of curiosity can help managers better understand how the recent recession has impacted the lives of employees and their families. Genuine outreach can go a long way towards helping employees understand that everyone is in this together.
Build a management model around asking and receiving creative input from all levels, and you’ll send a strong signal that each role is important and everyone must rely on each other to achieve the greater goals of the organization. Connecting purpose with unity can re-energize employees, improving performance levels across the board.
Remember, spirited leadership is contagious. Spread it, and it will serve as a foundation for re-energizing the workplace, rebuilding confidence and instilling hope. As the Swedish proverb goes: “Rough waters are truer tests of leadership. In calm water every ship has a good captain.”
Conclusion
The economy is showing signs of recovery, and jobless claims are starting to decline. A recent Bloomberg survey of economists indicates the economy is set to expand at a 2.7 percent annual pace from January through March and at a 2.9 percent rate in the following quarter – all signs that things are finally turning around.
As companies regroup, the smart ones will make sure they have a motivated workforce in place to emerge successfully from the recession. Adopting smart HR strategies that help employees feel valued and encourage employee engagement will enable companies not only to weather the rest of the storm but to bounce back stronger than ever when the skies clear.
