subject: 5 Ways To Build An Enviable Workplace Through Employee Satisfaction [print this page] It doesn't take a boatload of perks or high-priced consultants to make your company a great place to work. Demonstrating a genuine interest in others, giving employees the responsibility and power to get their jobs done, and giving them respect all go a long way to elevating employee satisfaction.
Five Surefire Employee Satisfaction Boosters
1. Respect boundaries, stay real
Time wasting is an ongoing abuse in the workplace. As a manager, you have the power to call the plays of the game. You'll be the one who most often tips the first domino that sends many others falling down.
When you schedule meetings, give thought to the impact your request has on others. Employees have their own plan for the day in full swing and are often thrown into a frenzy to accommodate a meeting request at the last minute.
Start and stop meetings on time. Let people know you expect them to be on time and they can count on you to be as well. If the agenda isn't finished by the time the meeting is scheduled to end, then brainstorm with all attendees the best way to address unfinished business rather than assume it works to run the meeting later than planned.
Think it through when you schedule meetings early in the morning and late in the day. Working parents have to contend with day care hours, football practices and school start and stop times.
Likewise, stay real about the flexibility that will be needed for employees with home and family obligations. Concerns that come with aging parents, an emergency, or life-changing events like a wedding or a funeral are going to require consideration and accommodation in the workplace. The demands of successful parenting will be complimented by a flexible schedule when employees want to make it to their kids' school plays or sporting events.
Managers who are considerate and caring about real world events and issues for employees can also be taken advantage of, so it's more than fair you expect mutual respect when it comes to special requests. Teach the staff not to overdraw their privilege account and show that you are always willing to work with employees that take pride in not taking advantage.
2. Filter kindness throughout the culture
Employees tend to treat customers they same way they're treated at work. So kindness has numerous payoffs. Be kind. It sounds so simple and it is; kindness is often overlooked in our busy working world.
Kindness means showing interest in others. It's about learning who your employees are, asking about how their kids are doing or how they spent their weekend. It's not nosy, it's thoughtful.
When your employee does something great, recognize it. A handwritten note is nice. So is recognition in a meeting. Don't hoard compliments. And, hopefully, the thank yous and gestures of kindness will spread up and down the corporate ladder.
Once I was called to a bank to help out with what the president called an employee attitude problem only to quickly discover the problem was a culture debacle. Upon entering, I could sense this gloomy atmosphere. Eyes and heads were cast downward with not a trace of enthusiasm. What my work uncovered was a culture led by a disrespectful tyrant who was despised for his frequent misuse of power. Fear ran high and any trace of kindness was viewed as a distraction. This type of culture generates prisoner mentality; all people can think about is getting out.
Another time I visited an investment firm to explore working opportunities. From the moment I stepped into the office, I could see that the shining reputation of the managing partner as a great boss was well deserved. The receptionist looked up with a warm smile and stood with her hand extended and immediately used my name. She then proceeded to walk me to my meeting, stopping at every office and desk to introduce me to her co-workers. Every introduction was met with the same warm and friendly welcome from people who apparently truly liked where they worked.
3. Provide training for your front-line supervisors
When employees think about who they work for, they don't think about the CEO or the board of directors. They think about their supervisor. And nothing sours a job faster than a bad boss.
A well-trained, well-suited supervisor can create an environment that makes a difference. A good front-line supervisor can motivate employees to do a great job; a bad one can cause employees to just show up to work every day and go through the motions.
A quick look at the organization chart clarifies that front-line supervisors aren't at the top. Yet, they are expected to stay on top in leading the way to employee production and satisfaction. Invest in these hands-on supervisors and teach them how to gain the respect of the employees they're leading and how to establish expectations. Many first-line supervisors were promoted from the group they now lead. They need training on how to navigate their new relationship with their former peers.
4. Tell them where they stand
Are they meeting expectations? Exceeding them or falling short? Are they exceptional? From the corner office to the custodian, employees want to know.
If they're not making the cut or are falling behind in accomplishing objectives or meeting sales quotas, let them know. Respect means delivering employees the bad news. And be sure and tell them early enough so they can try to turn the situation around.
Too many bosses hope that the employees who aren't potential candidates for the MVP list will eventually get the message from small slights and shape up or leave. But many times those clues aren't clear and it's important to be up front even though those conversations can be really difficult. A key responsibility of a manager is to face sticky situations.
5. End boredom, offer challenges
Nothing beats boredom faster than a company culture that fosters innovation. Companies that offer a challenging work environment tend to attract better employees. That means asking employees what they think and empowering them to get their jobs done.
One of my clients has adopted a strategy we call Accelerating Excellence. They provided elective training on how to contribute to a quality improvement team. Next, teams were formed to address hot issues that needed solutions and improvement. Now there is a process in place where concerns, bottlenecks and confusion don't get ignored, they get solved. There is a waiting list of employees wanting to serve on a team.
Be a manager that ignites excitement and encourages creativity. Your employees will look forward to tomorrow and you will be proud to call them teammates.
