iBizTips

Employers can do a lot to help their employees feel needed.

Contribution

Firstly, by making sure that each employee knows what his contribution is. For example, could employers encourage their employees to ask who I’m helping?

The answer is simple to the customer. But while it’s clear that they’re helping, it’s important to remind employees that their work is having an impact by making sure they’re getting customer feedback.

What about people who don’t work with customers?

It is not so easy to motivate employees who do not work directly with customers, such as secretaries and office assistants. Their work largely benefits only one person directly the employer.

In this situation, it’s a good idea for the employer to motivate employees by recognizing how their hard work makes life easier.

What else?

In addition to making the effort to praise, employers need to know their employees.

Employees whose employers are interested in they will feel more satisfied with their role.

So what’s the best way to make an employee feel heard? Easy, take some time to sit down and talk.

Why it’s difficult:

At first it may be difficult to get the formalities in the workplace. During recruitment, managers are trained not to ask personal questions to candidates in interviews.

However, managers should know their own staff. This includes their dreams, what motivates them, and important events in their domestic life.

Employers must be specific in their praise. Why? Because employees need to know exactly what their contribution is to feel that their work is useful.

Conclusion

This often involves playing on the human element of any job.

If they understand that their work make a big difference to someones day, the work suddenly becomes much more meaningful. You should not put up with a miserable job.

Productivity

The most apparent benefit of employee engagement is higher productivity.

When people feel that their work makes sense, they are much more willing to take responsibility for its implementation.

This may involve more work or be more diligent, which will mean more accurate and qualitative results.

Loyalty

A less obvious but no less important advantage is that busy employees will remain loyal to their company.

They will even recommend it to other good employees.

In the long term, it will save the company time and money for training and recruitment.

As an Employee

As an employee, you can focus solely on salary and career prospects when choosing a role.

While this is important, it’s even more important to find out if the company will be an excellent cultural fit for you:

• Does it support employee development?
• Does it feed their existing talents?

As an Employer

The main drawback for employers is the inability to communicate. It may be uncomfortable for a host to ask questions that require an emotional response, especially questions about how an employee feels or whether he or she likes his or her work.

Good news. This skill can be developed.

Miserable at your job? Here are the three causes of job misery:

Anonymity

People need their efforts to be recognized in order to feel valuable. It is very important that someone ideally their employer spends time understanding their potential and assessing their skills. When people feel invisible and their presence will not be neglected, they fall into despair.

Irrelevance

When you run the job, which has a positive effect on other people, even if it’s just one person, you feel that your work is worth. If no one benefits from your work, you feel your efforts make no sense.

No Goals

If you don’t know what your goal is, how can you determine if you’ve achieved it? When people have nothing compared to their results then they suffer. It helps to have a clear vision of what looks good and what can be done to improve. Otherwise, you’ll be without motivation and eventually you’ll be dissatisfied.

For managers: What are the Benefits of Employee Engagement?

Have you ever found yourself at every morning, afraid to come to the office? Have you ever thought about hours during the day waiting for it to complete? Then you had a pathetic job that may have left You deeply cynical, with no motivation to apply or do good.

What does it mean when someone tells you they have a bad job?

There are many reasons why they may feel less satisfied with their role.

This can leave them physically exhausted or offer a low salary.

But there are less obvious reasons why people might be unhappy.

Let’s say you find a job in a sector you’ve always dreamed of, or find a job with an attractive salary. Neither that, nor another does not guarantee job satisfaction.

This has nothing to do with the name of the job or the sector where the doctor can be unhappy as a Builder. A professional athlete can be disappointed as an amusement Park designer. A rich Executive can be deeply unhappy in his or her job, while a waiter serving your lunch can find his or her job very rewarding.

Costs for Companies

Being so miserable in your job obviously has a personal cost to your overall well-being. What is not as clear as day is the high cost for companies.

There are many studies that show the negative impact of dissatisfied employees on company performance. When an employee becomes less and less engaged in their work, they are less likely to succeed and the employee and the company will suffer.

Not only will the suffering and cynicism of an unhappy employee seep into their home life, affecting their partner and children. Those same people are more likely to face difficulties in fulfilling other social responsibilities, such as caring for loved ones and participating in society as a whole.

If we want to solve the problem of suffering at work, we must first understand what causes suffering at work.