Employee Contentment and Engagement

by Richard Avdoian

Businesses across the country are competing to attract employees who are not only productive but also content to remain with a business for an extended period of time. We all know well the high cost and time required to advertise an opening and then interview and train a new employee. Not to mention the overtime cost and strain on others to cover vacant positions.

This may feel overwhelming, but it doesn’t have to be. With just a little effort, you can offer positive support and fuel employee motivation and happiness. Here are a few ways to start:

Give them space and freedom. Changes happen whether you accept them or not. Today’s employees continue to seek decent benefits and money, but during the interview process they are now asking specific questions about their boss. They seek bosses who will trust their ability to do the job, offer advice when asked, recognize exceptional work and get out of their way.

Encourage and celebrate failures. When assigning an employee a task they have never done before or been trained to do, expect that they will experience failure and stumble at times. If you haven’t set the tone that you understand there will be a learning curve, employees will be reluctant to share their lack of understanding and progress and to ask for assistance. Employees who feel the work environment is conducive to freely talking about mistakes and asking for advice and assistance are willing to embrace the challenge and enhance performance.

Brighten the environment. It doesn’t have to be a hefty financial investment to enhance the work environment. Consider forming a (workplace enhancement) committee composed of interested employees from various departments and set a specific budget amount. Assign the committee to identify areas to improve and present a plan of action. It can be as simple as adding plants or motivational wall art, painting a few walls, and developing a common-use inspiration area. Allow some freedom with committee-suggested guidelines for employees to personalize their personal work area.

Employees are individuals first and employees second. As funny as it may sound, we need to remember that employees are individuals first and employees second. Businesses need to acknowledge and value the entire person (they are parents; have other talents and skills; are athletes, artists and more). Recognizing the entire person, by tapping and incorporating their other talents, interests and hobbies in both the business and visibility in the community (charity events, health fairs, expos, etc.), will enhance loyalty, contentment and happiness.

Recognize that everyone is needed. Overall it is job satisfaction that motivates employees. Do all employees regardless of their position, whether the cleaning crew, customer service reps or management, feel and see that their job is recognized as important and equal yet different from others? Employees who believe their role is respected, valued and important to the success of the business internally feel a sense of affirmation and happiness.

As much as you may try to motivate employees, you will likely fail. Motivation and happiness come from within each individual, and it varies from person to person. As an employer, you do, however, have the ability to offer positive support and fuel employee motivation and happiness.

Richard Avdoian is president/CEO of the Midwest Business Institute Inc., a business consulting and training firm. For information about training and seminars, contact Richard at 618-972-8588 or Richard@RichardAvdoian.com.