Hi Silpa,
One of the major reasons I see for the dissatisfaction among employees and employers is improper communication. The responsibility lies more with the employers (team leaders representing the employer towards their team members, of course). As one of our friends rightly said, the employer should have a clear-cut and profitable vision and mission and should also be able to communicate it properly to the team.
I always see a lot of satisfied employees turning into dissatisfied because they do not have a clue about the reasons why the employer is behaving a certain way or why certain decisions are being made. During times like these, employees may draw their own conclusions, leading to unwanted aftermaths in the company. Grapevine discussions and skeptics causing damage should be curtailed from the beginning.
It is the responsibility of employers and their representatives to establish appropriate communication platforms and package it in a way that employees receive the right message and do not panic at any point.
This becomes even more crucial during the present crisis.
All the best,
Vijender Ragidi,
Hyderabad.
From India, Secunderabad
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10One of the major reasons I see for the dissatisfaction among employees and employers is improper communication. The responsibility lies more with the employers (team leaders representing the employer towards their team members, of course). As one of our friends rightly said, the employer should have a clear-cut and profitable vision and mission and should also be able to communicate it properly to the team.
I always see a lot of satisfied employees turning into dissatisfied because they do not have a clue about the reasons why the employer is behaving a certain way or why certain decisions are being made. During times like these, employees may draw their own conclusions, leading to unwanted aftermaths in the company. Grapevine discussions and skeptics causing damage should be curtailed from the beginning.
It is the responsibility of employers and their representatives to establish appropriate communication platforms and package it in a way that employees receive the right message and do not panic at any point.
This becomes even more crucial during the present crisis.
All the best,
Vijender Ragidi,
Hyderabad.
From India, Secunderabad
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Hello Silpa:
"We all are employees from one end and employers at the other end, but are we sure why as an employee we are not happy with the job/organization? And how do we expect our employees to be happy with their job/organization?"
If an employer does everything well, their employees will be engaged in their jobs. However, many of them will have to change employers to advance in their careers since few well-managed employers can afford to promote all deserving employees.
There are so many things that have to be done well that we should not be surprised that many employers have the same problem—disengaged employees.
Employers that hire for talent minimize the number of disengaged employees.
From United States, Chelsea
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"We all are employees from one end and employers at the other end, but are we sure why as an employee we are not happy with the job/organization? And how do we expect our employees to be happy with their job/organization?"
If an employer does everything well, their employees will be engaged in their jobs. However, many of them will have to change employers to advance in their careers since few well-managed employers can afford to promote all deserving employees.
There are so many things that have to be done well that we should not be surprised that many employers have the same problem—disengaged employees.
Employers that hire for talent minimize the number of disengaged employees.
From United States, Chelsea
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Satisfaction is a hypothetical term and is highly subjective. Our confusion lies in the search for an objective theory of satisfaction, as it is inherently volatile in nature and closely tied to human behavior and attitudes that are influenced by reciprocal gestures towards circumstances. For example, during a recession, job retention may drive employee satisfaction levels, whereas in times of economic boom, the opposite was observed. Employee dissatisfaction can be the catalyst for growth and progress. Once an employee is satisfied, they may cease to grow thereafter because they have attained satisfaction.
badlu
From Saudi Arabia
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badlu
From Saudi Arabia
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One more cause is following survey result on HR revealing what is wrong with most organizations and employees:
[Poll question:] Generally, what could prevent you from being productive?
1. Choices: Receiving little or no recognition - 40.6%
2. Difficulty maintaining a good work-life balance - 10.4%
3. Important workload - 4.8%
4. No involvement in decision-making - 14.5%
5. Ambiguity of roles - 29.7%
This result indirectly indicates exactly what is wrong with employees and organizations.
BADLU
From Saudi Arabia
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[Poll question:] Generally, what could prevent you from being productive?
1. Choices: Receiving little or no recognition - 40.6%
2. Difficulty maintaining a good work-life balance - 10.4%
3. Important workload - 4.8%
4. No involvement in decision-making - 14.5%
5. Ambiguity of roles - 29.7%
This result indirectly indicates exactly what is wrong with employees and organizations.
BADLU
From Saudi Arabia
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Hello BADLU:
1. Choices receiving little or no recognition: 40.6%
2. Difficulty maintaining a good work-life balance: 10.4%
3. Important workload: 4.8%
4. No involvement in decision-making: 14.5%
5. Ambiguity of roles: 29.7%
This result indirectly indicates what exactly is wrong with employees and organizations.
Yes, and that is just five of the things that can go wrong.
From United States, Chelsea
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1. Choices receiving little or no recognition: 40.6%
2. Difficulty maintaining a good work-life balance: 10.4%
3. Important workload: 4.8%
4. No involvement in decision-making: 14.5%
5. Ambiguity of roles: 29.7%
This result indirectly indicates what exactly is wrong with employees and organizations.
Yes, and that is just five of the things that can go wrong.
From United States, Chelsea
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