Employee Satisfaction Tips

In the most recent era of our economy, Employee Satisfaction is probably not the first thing on any department manager’s mind.  For the most part; they are most likely making sure the profits are up, the projects are on schedule, and there are minimal errors having to be corrected.  However, it is clear that in so many cases of non-productive times; employee dissatisfaction is the element to why production is lacking.  This is why it is said, that Employee Satisfaction is essential to making projects at appointed times, getting complete, competent work done, and realizing goals are met.   It should be every manager’s dream and wishes to manage people who are totally satisfied with their job. If you have satisfied employees, who are competent, capable and cautious; the job will get done appropriately. 

It seems that often, managers are concerned that “they” get the credit for a job well done and do not try to compliment their staff, instead. Yet, there are professional, qualified managers who know; one can learn something new; even from the entry-level person. They also know that they are only as good as their staff. If the manager’s staff is weak; it will invariably make them weak. Quality performance indicates that you have not only a qualified staff; but a staff who is happy doing what they do. They will work as a team, strive for perfection and know that getting the job done, is the important issue. Taking credit is only minor for those who are truly motivated in doing an excellent job. Most intelligent people know that if you continually do a great job, are capable of working in a team environment and do not care who gets the credit; one day their efforts and accomplishments will give them the recognition, they are due.

Often you find that some manager’s have a prompt response to a project that has errors and makes it widely know. Yet, when something is done well; they seem to drag their decision out too long before giving back the credit for a job well done. This occurs with one on one issues as well as a group. For manager’s to receive high regard from their staff; they must find ways to gain the respect they need. It is true that some manager’s do not care if the employees have respect for them or not; this is when the manager needs to take a management course or Professional Coaching Course. To be an effective manager; it takes work just like any other job. The ego does not belong in any workplace.

Sometimes manager’s wait until performance reviews to voice their concerns about an employee’s personal performance.  From educated views; this is not effective management or a way to create Employee Satisfaction.  If an employee is not meeting the minimum standards in a job; they should be counseled early on.  This is called training and leading; with incentives to try harder to get the job done accurately.  It is said that a responsible manger will never wait until the performance appraisal to tell someone they need to work on an issue.  

Responsible managers know and want their respective employees to have a great performance review; not one that is flawed. If their staff is performing; the job is being done well. It is of value to give employees who need help and training, a quarterly meeting and ask them where they might need help in gaining the knowledge they need to work more efficiently. Smart managers know that this is not a time for harsh management or rebuke. It is a time for concern and indicating; I am trying to help you become more efficient. It is at this time one can build rapport, respect and let them know that the manager is out to help them; not crucify them. They can relax and perform without wondering when they are going to get the slap on the hand for a mistake.

Employees are just humans to begin with; which is not something no one knows; right? Not anyone can work or perform to high standards in a fear based atmosphere. It just is not realization to think they can. If there is always a possibility the boss is going to throw a fit or get upset; the tension exists and performance is diminished. Some employees cannot perform with someone standing over them. It makes them nervous, apprehensive and unproductive. The average employee needs confidence, a feeling of security and if something goes wrong; the manager is going to step up to the plate and help them find a way to resolve it. That, in itself; is the manager’s job. Finding ways to resolve, restore and bringing about employee job performance and Employee Satisfaction. If this is done; the quality, quantity and unlimited ability to meet the highest standards of any organization can be met.