Ask any unhappy employee, and he will tell you: When a job starts to drain the life out of you, it’s bad… very, very bad. Even the most optimistic human resources or hiring manager will confess there’s not much to be done once an employee’s spirit is crushed, which makes it all the more important to be aware of any professional “drainages” among your staff.
Oftentimes, when employees begin feeling the pangs of job dissatisfaction, it’s a result of feeling undervalued, over-managed, or as if their efforts don’t matter to the “big-picture” company goals.
When you dig into the latest Employee Job Satisfaction and Engagement statistics, it makes perfect sense. According to the 2015 report from the Society for Human Resource Management, workers who reported feelings of happiness said they were satisfied with the contribution of their work to their organization’s business goals (76%), and with the meaningfulness of their job (75%).
They were also goal-oriented, and provided with ample opportunities to shine:
- 92% of employees were confident they could meet their work goals
- 88% of employees were determined to accomplish their work goals
- 76% of employees had a clear understanding of their organization’s vision/mission
Stop the Soul-Crushing
If there are employees you suspect may be feeling dejected due to neglect from a non-responsive boss or hounding by a critical micro-manager, it’s important to make a plan to win them back. First, take a realistic assessment of the situation:
- Is the employee performing his or her duties to the best of their abilities?
- Are work conditions optimal?
- Is management doing its part to support, encourage, and assist the employee, as needed?
- Are your employees cultivating and thriving in their relationships with co-workers?
- Are the tenets of teamwork exemplified and encouraged?
- Is everyone on your team satisfied with the meaningfulness of their jobs?
The key to preventing an employee spirit from being crushed is — you guessed it — engagement. That means making sure the work goals of each and every worker (from the top-down!) are not only properly established and doable, but that they will be recognized and rewarded accordingly when fulfilled.
Because think about it – a company is only as successful (and hence, happy) as its employees. Make it work for them and it (and they) will work for you!
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