The “at least I have a job” feeling is starting to wear off among employed Americans.
After years of taking on new duties at their old pay, many are feeling overworked, underpaid and underpromoted. Two in five of them are seeking new jobs.
Here are four key things your employees will look for elsewhere if you’re not providing it:
Employees flourish in workplaces that reward them for their good ideas, says Mike Ryan, senior VP of Madison Performance Group, a reward and recognition consulting firm.
Tip: Pay raises and promotions are great, but recognition doesn’t have to cost anything or come as part of a formal program. Studies show that managers who take the time to get to know their employees, listen to their ideas and pat them on their backs when they come up with a plan to improve the business are practicing the most-effective ways to let workers know they’re valued.
Nearly half of HR managers in an OfficeTeam survey said their greatest staffing concern is employee training and development.
Yet training was one of the first expenses to go during the darkest hours of the recession in 2008 and 2009.
Tip: Training can ease some feelings of overwork that employees have when assigned unfamiliar tasks.
“As workers take on expanded responsibilities, it becomes more important for companies to offer professional development to help their teams keep up,” says OfficeTeam Executive Director Robert Hosking. “Training programs boost job satisfaction for employees by enabling them to build new skills and take on more challenging roles.”
Plus, adding training opportunities allows organizations to show they are committed to their employees’ long-term career growth.
One-third of employees plan to look for new jobs when the economy gets better, says a new Deloitte survey. Among those planning to jump ship, 48% cite loss of trust in their employers as a main cause.
The silver lining: Even as employees complained that their employers are demanding too much of them, 72% admitted that their organizations continue to support their need to balance work and life.
Tip: Managers can bolster employees’ trust in the organization by addressing the work/life needs of the staff. If you’re thinking about trimming work/life benefits, consider the loss of confidence the move could cause among workers who rely on the perks.
In another poll, 31% of HR managers said morale andare their biggest concerns for the next six months. Again, the root is overwork, says Richard Chaifetz, CEO of EAP provider ComPsych, which conducted the poll.
Chaifetz, too, advises managers to lavish recognition on employees who do good work and to address workload and personal growth among employees.
Find nine tips on raising morale at www.theHRSpecialist.com/morale.
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