Your Employees Will Think You Don’t Care If…
We know that employees want to feel valued and appreciated in the workplace and it can be difficult to gauge where your employees are, how they feel, and what contributes to that. The unfortunate reality is that your actions a manager are the key factors in your employees feeling unappreciated – and guess what? Many do. How you engage, or don’t, with your employees makes all the difference in employee satisfaction and organizational success. So, what do managers do that leave employees feeling under-valued? Take a look at these ten managers may be leaving their employees feeling unappreciated and potentially driving them away from the organization.
1. You don’t give them feedback. We often turn to annual reviews as a means of providing feedback, but this isn’t nearly enough. Consistent feedback can make the difference between an empowered employee and a disengaged one. Without feedback, employees feel unheard and under-valued, leading them to disconnect while at work and pursue other opportunities with more perceived opportunity for personal and professional growth.
2. You don’t ask for their ideas/input. We all hope our employees are passionate about their work. In the right environment passion can lead to creativity and the facilitation of new ideas. But when employees feel their opinions are not heard, they are left feeling stifled. Creativity that could have led to innovation is left unharnessed, creating a culture of frustration and dissatisfaction among your workforce.
3. You don’t take a personal interest in them. Employees want to feel valued, not just for their productivity but for who they are and what they bring to your organization. This goes beyond a “hello” as you enter the office. It can be as simple as asking how their children are or more complex, such as talking about utilizing an Employee Assistance Program after noticing they seem stressed coming into work. Showing you care about your employees on a personal and professional level can create a more positive work environment, boosting morale and lowering absenteeism.
4. You don’t help them grow/develop. Professional development is among the most desired aspects of a position for today’s workforce. Not only is it an invaluable tool for increasing organizational productivity, but it leads employees to seeing a future within the company. Employees want to see that you have a vested interest in them, not just in their current work but in their future. When development opportunities are absent, it leaves employees feeling stagnant and unable to see a future within their organization.
5. You don’t show appreciation/recognize them. When employees are recognized, they are more motivated to be productive and successful at work. Conversely, employees that feel ignored are twice as likely to disengage at work. Employees left feeling unrecognized and unappreciated by management are not just less productive, but more likely to negatively affect office morale and, in the long run, increase turnover. Taking a moment to say ‘well done’ or ‘thank you’ to an employee can make all the difference in creating a positive work environment that encourages productivity and employee satisfaction.
6. You don’t allow them to unplug (you’re that manager that emails nights and weekends). Remote work can be an excellent tool which provides flexibility that can spark innovation and creativity, especially among knowledge workers. But, when it begins to interfere with personal life, it can be more detrimental than helpful. Everyone needs the opportunity to unplug and your employees are no exception. Asking employees to constantly be ‘on-call’ can create an unhealthy work/life balance: leaving them feeling overworked, under-appreciated, and leaving you at risk to lose top-performing employees.
7. You don’t give them autonomy. Creativity and innovation thrive when employees are given the opportunity to self-guide, think outside the box and come up with new processes and/or ideas. While no guidance from management can be detrimental, micro-managing and not allowing your employees autonomy will stifle creativity and leave them feeling stuck. When management seems to be constantly looking over their shoulder, employees are left feeling distrusted and frustrated.
8. You take all the credit. Employees who are not recognized for their accomplishments and contributions are twice as likely to pursue a new position, especially when they feel the credit is going elsewhere. While taking credit for your team’s success can feel deserved and beneficial, it will quickly become counterproductive. Employees who feel managers are stealing the limelight are more likely to take their work elsewhere. Top performers in this situation are less productive, more frustrated, and more likely to negatively impact office morale before taking their expertise elsewhere.
9. You ignore stressors in the workplace. From workplace bullying to coworkers who just talk too much, workplace stressors negatively affect productivity, employee satisfaction, and morale. When employees feel these things are ignored by management, especially after being brought to their attention, it can leave them feeling frustrated and under-valued. No matter the industry, employees want to feel appreciated and that their work is valued by their employer. When they are facing stressors that decrease productivity and management makes no move to improve the situation, they’re left feeling that management just doesn’t care.
10. You are not transparent. Fairness, or the perception of fairness (especially as it relates to pay), is often cited as the reason employees choose to work for or to leave a company. Transparency is key to creating the perception that your organization is fair and cares about their employees. When employers do not maintain transparent practices and policies, employees are left to fill in the blanks themselves. Often leading them to feel under-valued and as if their employer, and management, do not care about them.
Research shows that no matter your industry, managers plays a powerful role in employee satisfaction. The way we interact with our employees is directly related to their feeling valued and appreciated within our organization. While it is easy to lose sight of the big picture when we are forced to focus on the fires at our feet, it is important for management to always be looking beyond. Make a conscious effort to consider your actions and the impact they have on your employees makes all the difference. Your actions can empower employees, creating a happy and productive workforce, or they can leave employees feeling disengaged, frustrated, and undervalued.Tags: employee engagement