What do you think would give your employees more satisfaction? Better pay? Better office? A more prestigious position with more authority? For sure these things could improve their satisfaction, but would it last?
We are seeing more employees dissatisfied with their jobs. In Gallops latest state of the American Work force report, 51% of employees reported they are not engaged at work. These employees are looking for a new job or looking for openings. US workers are confident and ready to leave.
A big reason employees don’t feel satisfied is because they don’t feel appreciated. Gallop reported that only 3 in 10 employees strongly agree that in the last 7 days they have received recognition or praise for doing good work. According to the Gallup study, employees report that the most meaningful recognition comes from their manager.
I was reminded by my friend the other day just how important recognition is. She told me how she made major contributions to a technology project. She worked hard to ensure the project delivered on time. After the project was over, the managers handed out thank you cards to those who worked on the project. The problem? They somehow neglected to give my friend a thank you card. To say she was upset would be a major understatement.
It’s funny, some of the basic lessons we learn when we’re toddlers about human nature, we lose sight of as adults. When we were kids and we did something good, our parents and teachers gave us positive reinforcement. They would tell us how happy they were with what we did, and it made us feel great. Not only did it make us feel great, but it motivated us to continue to improve upon the positive behavior. The result was an emotional connection that fostered positive behavior and positive feelings.
Here’s my advice to managers, or anyone who wants to improve an employee’s satisfaction, its really simple. First, try to slow down. We are all so busy and distracted that we become overwhelmed and lose sight of what’s important. Start to work on your self-awareness and mindfulness. Once you’re able to slow down and see the bigger picture around you, you will start to see the good work of others.
Once you realize an employee has done a good job, let them know personally how much you appreciate their efforts. Simple, right?
Yes, it may be true that not all people are motivated by intrinsic factors. Some people for example would be horrified if they were recognized in front of a crowd. Others may love the spotlight. When I refer to recognition, I’m talking about thanking someone in person for a job well done. Email is good too, but there’s something about that in person recognition that really enriches employee satisfaction.
So, go ahead and start providing personal recognition to your employees who deserve it. We can’t afford to have our good employees dissatisfied and unmotivated. Remember, we all have an inner need to feel appreciated.
About the Author: Mike MacIsaac is the owner and principal consultant for MacIsaac Consulting. Mike provides leadership as an IT Project and Program Manager as well as an Agile Scrum Master. You can follow Mike on Twitter@MikeMacIsaac or subscribe to Mike’s blog.