 SUMMARY
Fifty years ago, few people expected to find happiness at work. But as the saying goes, times have changed. Underneath all the reasons workers quit, unhappiness tops the list. But what causes workers to become unhappy at work and what can employers do about it? Employers hear a lot about compensation and benefits packages, yet research shows that modern workers want more from their employers. In fact, when it comes to greater workplace satisfaction, it’s the emotional side of work that ultimately keeps top talent fulfilled. Here are three reasons great workers walk away, plus some aligned solutions to help you keep your best and brightest. 3 Reasons Great Employees Walk Away #1 Feeling Overlooked Employees are human, and according to best selling author and researcher, Brené Brown, every person needs to feel worthiness and belonging. When workers are performing well and giving their best and still go unnoticed or unacknowledged, they don't feel valued. In turn, this lack of appreciation affects productivity and, worse, fuels resentment. As Debby Muno, managing director of Genos North America, told Fast Company, employees want to feel connected to their leader, their purpose and to their organization. Workers who feel seen, according to Muno, are “stronger collaborators and communicators, and are more engaged.” Organizations who focus on recognizing their employees’ daily efforts and big successes foster a positive team culture. Also, taking time to understand how employees want to be recognized means no one gets overlooked. In recent years, assessments like the Five Love Languages have expanded to understanding appreciation in the workplace. Knowing your employees ‘love language’ ensures they get noticed in a way that resonates with them. #2 A Lack of Purpose and Meaning Employees who find happiness at work share something in common. They feel like their work matters. Finding this connection may seem challenging at first – after all, your grandparents would probably chuckle at the notion of a shared purpose. But ignoring this aspect of workplace happiness comes with great risk, as some of the qualities that make up your best employees likely include an intrinsic desire to make a difference. Leadership experts recommend organizations have a shared vision and include workers in the conversation. According to Harvard Business Review’s writers James M. Kouzes and Barry Posner, “The best way to lead people into the future is to connect with them deeply in the present. The only visions that take hold are shared visions—and you will create them only when you listen very, very closely to others, appreciate their hopes, and attend to their needs.” # 3 Not Enough Choice or Creative Freedom Everyone wants to feel like they have control over their lives, and this desire includes time spent at work. Unfortunately, many leaders micromanage their employees, which leaves some of the smartest and hardest workers feeling stifled instead of satisfied. The good news is that talented employees often have great solutions for how to improve productivity, communication and workplace satisfaction. Organizations that value employee input and choose to incorporate their insights will create a workplace where people feel seen and valued at work. In a recent hybrid work study, researchers found that beyond flexibility workers want autonomy. In a present age where a one-size-fits-all approach no longer works, employers who give workers more control and input over their roles and optimal working conditions will win out over organizations who fail to tune in. --- The Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.  mployers know that employee disengagement spells trouble. In a time when organizations compete to retain employees, the impact of employee engagement matters more than ever. Unfortunately, many employers are playing catch up when it comes to workplace satisfaction. In a 2023 Gallup survey, only a third of workers described themselves as feeling engaged at work. And for those doing the math, that’s a whole lot of employees who are somewhere on the spectrum between passively showing up to actively ‘quiet quitting.’ Barnaby Lashbrook, the CEO of the virtual assistant company Time, Etc., recently wrote an article in Fortune magazine, where he revealed the results of a bold work experiment: replacing all of their company managers with coaches. What Employees Want What’s driving the low worker satisfaction numbers? The global pandemic did not exactly make unhappy employees. Instead, the unique work, health and family pressures elevated how many workers have been feeling for a long time. In a 2021 report from McKinsey, the reasons employees give for dissatisfaction include not feeling valued by their organization and not feeling a sense of belonging at work. These findings got Lashbrook thinking. He and his team asked employees what they needed from their managers, and soon found that their answers painted a very different picture of management. According to Lashbrook, workers wanted help with “goal-setting, feedback, personal and professional development opportunities, and autonomy.” These themes sparked his initial insight: employees wanted more opportunities to grow and develop. The Coach Approach At Time, Etc. the coach/employee ratio is one coach per six employees. Lashbrook describes the coach’s role as similar to a manager–they’re still the one who handles challenges. However, instead of simply managing productivity and pushing workers to achieve, coaches mentor, provide feedback and encouragement and ensure they have adequate training and support along the way. By emphasizing self-improvement, Lashbrook has found a way to imbed professional development into company expectations. Workers receive an allowance to take courses on Udemy and coaches provide reading recommendations from their self-growth library. When Workplace Satisfaction Becomes Workplace Culture The coaches are not the beginning and end of personal and professional development at Time, Etc. The leadership team also runs regular workshops and outside experts who teach on relevant topics from mindfulness to employee confidence. Since innovating their management approach, Lashbrook reports a 20% increase in employee engagement, using the same standards from the Gallup survey that initially inspired him. Their company has also been recognized in the top 1% of teams worldwide since making these internal changes. Beyond the statistics, Lashbrook saw the results of increased workplace satisfaction in real time. Instead of growing employee turnover and major losses due to the Great Resignation, they were able to keep their best workers and organically reduce the number of days their staff was taking–a huge win for the company and for the employees who began finding more value in their jobs. Expect a Few Growing Pains But Know They’re Worth It Like any major change, the switch from manager to coach came with a few growing pains. At first, coaches struggled with how to implement boundaries outside of the traditional manager roles. Also, the skills required to coach versus lead are sophisticated, and the company’s coaches needed more tools and training to do the job well. Despite these challenges, Lashbrook says that returning to the old way of doing things is not an option. “The gains have been so significant that there’s no going back for us.” How is YOUR organization engaging your employees? Share your favorite engagement strategies on our Facebook page. The Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. |
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