In the most recent era of our economy, employee satisfaction is probably not the first thing on any department manager has on their list of to do. 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.
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 very satisfied with their job. If you have satisfied employees, who are competent, capable, and cautious, the job will be done appropriately.
There are managers who find it difficult to give credit to the individual who accomplished the desire goal. That is unfair to the employee who is working hard to do something well. However, there are qualified managers who know, one can learn something new, and important from the newest person hired, and this of course is where listening skills are required.
They also know 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 also 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.
Receiving credit is only minor for those who are truly motivated in doing an excellent job. Most people know 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 the recognition will come..
Managers sometimes have a prompt response to a project that has errors and makes it widely known to the entire team. Yet, when something is done well, they seem to drag out giving back the credit for a job well done. To have great employees they need to be appreciated also.
If You Want Respect – Give It
For managers who want to receive praise from their staff, they must find ways to gain the respect they need. If they give the respect to each of the team, the team is going to be happy and give it back. You get what you give out. It doesn’t have to be anything large, just a warm, genuine smile, and how is it going often works.
It is true that some managers 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 the workplace.
When a manager waits until performance reviews to voice their concerns about an employee’s personal performance, it is going to leave the employee discouraged and less productive. 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…More Employee Satisfaction Means a Better Bottom Line
Responsible managers know and want their respective employees to have a great performance review, not one that is flawed. 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 support and letting them know you are trying to help them. It is at this time one can build rapport, respect, and let them know their performance matters. They can then relax and perform without wondering when they are going to get the slap on the hand for a mistake.
Employees are looking for job satisfaction also, they want to feel good about coming to work each day. Not anyone can work or perform to high standards in a fear-based atmosphere. 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 that 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 highlight excellent 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.
“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.” — Jack Welch
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” — Ronald Reagan
“Because a thing seems difficult for you, do not think it impossible for anyone to accomplish.— Marcus Aurelius
“Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” —Paul Hawken, Natural Capitalism
“So much of what we call management consists in making it difficult for people to work.” — Peter Drucker
“The conventional definition of management is getting work done through people, but real management is developing people through work.” — Agha Hasan Abedi
“Withhold not good from them to whom it is due, when it is in the power of thine hand to do it.” — Proverbs 3:27