IN THE CITY
By LaNiece Dampf Winslow
Recession, cut backs, the stock market’s all time lows, state budget cuts. Employers are feeling the budget strains.
The stress is trickling down on to the employees. All too often, employers/supervisors don’t realize the impact they have on employee morale and just how important their role is in a positive employee relations program. When employees don’t feel understood or appreciated in times like these, they lose their drive and their confidence becomes very low. A recent survey was held with 730 supervisors of 24 companies participating that asked to rank 10 workplace morale factors in the order they thought their employees would rank them. As you might expect, most of the supervisors believed good wages and job security were the most important factors in determining employee morale. Here’s what they said:
• good wages
• job security
• promotion or advancement
• good working conditions
• interesting work
• personal loyalty of company to employees
• tactful discipline
• full appreciation for work performed
• sympathetic help on personal problems
• feeling “in” on things (letting them know, to the extent that you can, what is going on with the business, how the company is doing and any changes that might be coming).
In the same survey, 34,000 employees in the same 24 companies were asked to rank the same 10 factors in order of importance to them. Here’s what the employees said:
• full appreciation for work performed
• feeling “in” on things
• sympathetic help on personal problems
• job security
• good wages
• interesting work
• promotion or advancement
• personal loyalty of company to employees
• good working conditions
• tactful discipline
Interestingly, the supervisors’ ranking of the top ten is almost upside down. It’s a mistake to believe economic issues like wages and benefits are the primary motivators of high employee morale. What do the first four issues on the employees’ list have in common? Communication. Communication is totally within the control of the supervisors. Employees want recognition for a job well done; they want to feel like they have a stake in what’s going on; they want someone to talk to who will listen and be sympathetic to their concerns; and they want the kind of job security that comes from their supervisors treating them on an even keel day in and day out. During these difficult economic times this is essential to understand. Because if employers don’t grasp this; when the economy gets back on its feet and jobs are available, our faithful employees will leave.
So get to know your employees, keep employees informed, encourage teamwork, and if there’s a problem fix it, emphasize the positive. Appreciate, communicate, listen and motivate.
LaNiece Dampf Winslow is director of resource management for the city of Presque Isle. She can be reached at 764-2500 or via e-mail at lwinslow@presqueisleme.us.
