Five Ways to Really Tick Off Your Employees

A recent blog by Fast Company expert blogger Roberta Matuson points out that a recent survey from Adecco Group North America, highlights the increased dissatisfaction workers in America have with their employers. According to the survey:

• 54% of employees plan to look for a new job as soon as the economy turns around.

• Sentiment is even stronger among younger workers. Of those ages 18-29, 71% say they are likely to    look for new jobs once the economy turns around.

Further, the blog goes on to say:

These numbers should not be shocking, as most of us know at least one person who will be jumping ship as soon as they can. Employees appear to be getting angrier everyday and their employers keep throwing more wood into the fire. If you really want to heat things up, then be sure to do the following:

1. Daily reminders - Remind employees how lucky they are to have a job. Do this on a daily basis. Tell them how fortunate they are to be receiving a paycheck. Never mind their check is 10% less than what they originally signed up for. Remember to include this reminder at your weekly meetings, when you take them out to lunch to thank them for their efforts, and at this year’s office party.

2. Freeze raises and bonuses – Jump on the bandwagon. Everyone else is doing it, so why shouldn’t you? Doesn’t matter if your profits are soaring or if your employees know you’ve had your best year ever. This is a great time to reign in costs, even if your costs are already in line.

3. Renege on your promises – You told people their reduction in pay would be temporary. However, you now view these changes as permanent. Of course you’ve decided not to tell anyone, until they ask.

4. Put a moratorium on promotions – Ask people to do the work of those who have been let go, and insist on holding back a title change and pay increase. Call this “self-development,” since you are giving people a wonderful opportunity to increase their skills. Something few employers seem to be doing.

5. Send out mixed messages – Tell your employees they are your most valuable asset. Then remind them that everyone is replaceable. Just to prove your point, be sure to replace a highly respected member of your team, with someone who is less experienced and less expensive.

There are several other common reasons for employee discontent.  I hear these on a daily basis from candidates at every level in an organization, whether in an agency, or from executives on the client side.  Those include:

6.  Budget for staff development, professional growth and industry training . . . personal growth doesn't happen without professional growth.  Both are essential.

7.  "Don't micro-manage me!"  You hired me, I know what I'm doing and I'm good at it, let me do it! 

8.  Consistent, open and honest communication between management and staff.  "Tell us the truth and we'll respond like adults who want to contribute and help!"

9.  There is no "goal setting" and consequently, no consistent reward (or even acknowledgment of a job well done) system.  "Performance based" bonus programs are arbitrary and inconsistently distributed.

I could go on . . . you get the drift.  I also bet that you've experienced several of these situations in your career, if they don't exist right now.  The thing is most of these issues are an easy "fix".  It doesn't necessarily need to be expensive.  It comes down to a common sense approach to treating employees with respect and then doing what you say you're going to do.  It's really pretty simple.  It's also pretty inexpensive compared to having to replace the exodus of workers who will leave, as soon as they possibly can!