Monday, June 15, 2009


Employees are the most valuable resource available to any organization and their satisfaction can do wonders to company productivity. Research has shown that job satisfaction enhances motivation and performance, decreases turnover and associated training costs, reduces accidents in the workplace and enhances customer loyalty and contentment. The days of yore where a person stayed with the company he/she joined as a ‘kid’, till he/she retired, are no more. These days, people are likely to show more loyalty to their careers than to the company .So can managers create satisfied employees? The answer is yes, they can.

Firstly, they must create a supportive work environment. With an increasing number of people spending more time in their offices, the physical comforts, visual appeal and accessibility of the work environment become increasingly important. Offering an open workspace and paying importance to issues such as ambience, seating facilities, recreation centers, free food, etc would make an employee comfortable.

Some employees resign simply because they cannot work along with their immediate superior. Having an open door policy and an understanding and friendly team leader, who knows were to draw the lines and yet maintain objectivity, can make employees happy. Proper decimation of information within the organization will provide a sense of being trusted by the company to the employees. It is said that a trusted work force is a loyal work force.

A human being works best when he/she believes in the job he/she does. A nurturing environment where employee opinions are valued can do just that. Allowing people to take ownership of projects gives them the opportunity to develop new skills and, just as important, the chance to show what they can do. Having frequent attitude surveys can provide valuable feedback to the managers on how their employees perceive their job.

What an individual expects is greatly based on his/her value system. Incentives and promotions provide the "golden handcuffs" that keep employees from getting away. Incentives include health plans, insurance covers, transport facilities, bonuses, promotions, team outings and other rewards. An individual not moved by these incentives can be positively reinforced by objective appraisals, appreciation & other recognition programs. Having fair and just promotion and pay policy, which is in line with employee expectations and skill sets, can enhance satisfaction.

A manager should not assume every glitch as a result of poor employee performance. Instead he/she should look for failures in the system as well. A manager should clarify his/her expectations, and make sure that people have the resources and skills to fulfill those expectations .When firms help workers acquire new skills that support their professional advancement, they often win those workers' commitment—and attract loyal new employees. Cross training and job rotation will help in breaking the monotony of work. Hiring energetic people with the required skills and ensuring a good ability- job fit will enable a manager to form a tight knit community as a team. Having a mentor program will help new employees adjust faster.

If we turn the picture around, than the manager himself is answerable to higher authority and is himself an employee of the company. Hiring proper managers always pays rich dividends .It is always refreshing to work at a company where you can trust that the upper echelon is smart, hardworking, and making right decisions.

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