Reality Check: 5 Things You Need to Realize About Your Employees

Good morning and have a great day!

This is a simple statement that should be share and speak with your friends or team, every day.

No matter what their role, low, middle, high, just share your expression that you loved to work and meet them.

Okay, lets start as an employees at office.

Assume that you are a new employees with zero experiences that just graduated from university.

You are taking what ever first job that come to you, no matter the distance, the salary, type of company, etc.

Lucky if you get a company that related with your passion and needs, but it’s rare condition.

Let say you are underpaid, have a bad habit supervisor/manager, feel not respect by company.

The few things that hold you up are good friends at company and still looking for new job.

This situation happen for few years.

I know, some of you experienced it, same with me few years ago :).

Then, after 5 years, you are lucky and have a new job as a supervisor/manager with 3-5 peoples on your team.

As a supervisor, you have a new role, to manage people, maintain them in high level.

At first year, you lost 2 peoples and get 1 new employees, so still minus 1 people.

Then, you realize that something wrong on your team performance.

You have did the best, but still not found the problems.

You spent a week to analyze it and found that the problems, actually similar with your experiences few years ago, as a low level employee.

Let say, your team are A, B, C, D.

To simplify, all members are man.

A – work for 4 years.

This man always come late, using all excuse, late reporting, low performance, taking a day off without permission, etc.

“A”, need a special attention. His level of employees engagement is down to low level.

He could become a toxic to your team member, say a bad thing to let all people down.

To accommodate, talk to him on regular basis.

Ask him to meeting privately, outside office building.

Take him to nice place to talk. E.g. coffee shop.

Most of them would say that they need an increment, low salary, bored with job, etc.

To solve this, increment on salary is not the only solution.

Let say, his salary is USD 500.

You found that market salary is USD 550, so it’s not different with market.

The options (choose one or combine with).

1. Increase salary into USD 510.

2. Change the role of responsibility with other member in your team.

You can change all or mix with others.

3. Ask with HR if they have a new role on different department.

4. Give opportunity to have a training and ask to share with others.

5. Give him an extra day off, for 1-2 days.

6. Identify the job and maintain healthy work balanced.

Move some non-related work to the real owner.

Sometimes the job is not belong to your team, so throw again the “ball” to the owner.

B – work for 1 years.

This man is very genius, clever. You know that he got some offering from other competitor. This man is your team’s soul.

This is very hard.

The solution similar with above.

1. Give him an additional training and bonus.

2. Increase salary to meet market or little above market.

3. Give a leadership situation.

C – work for 7 months.

This man is new, very ambitious, and taking all way to make him shine and be a star team.

The solutions are:

1. Give training.

2. Change/expand his role of responsibility.

D – just joint and work for 1 month.

Taking all job that given to him.

No problems.

So, do you can get the message?

Employees, especially who has more than 2 years experiences in same role, without no level increment, looking at new job.

Sometimes they don’t get a respect from their supervisor.

Or, their manager is bad on leadership.

Be honest and talk to them, everyday.

You can find another article, as follow.


Reality Check: 5 Things You Need to Realize About Your Employees
Image credit: Shutterstock

1. Employees are on the hunt for a new job.

Employees might appear happy in their current positions, but what employers don’t know is that many employees are actively searching for new work. According to LinkedIn’s 2015 Talent Trends survey of more than 20,000 employed professionals worldwide, nearly one in three said they are actively looking for a new job.

What to do about it: Keeping employees satisfied in their positions requires communication. Consider meeting with employees on a regular basis to elicit feedback and discuss job expectations and concerns. Employees won’t always speak up when there’s a problem, but giving them a safe, comfortable environment to discuss work-related issues and goals will encourage and support ongoing communication.

2. Employees are not as engaged as you think.

An engaged employee is a productive employee. Unfortunately, for every engaged employee there are a handful of disengaged employees. Gallup’s 2014 employee engagement study of more than 80,000 employed adults revealed that more than half of employees are not engaged (51 percent) or are actively disengaged (17.5 percent) on the job.

What to do about it: The key to employee engagement is purpose. Employees need to feel that their work efforts contribute to the overall company goals. Actively communicating these goals to the rest of the organization can help employees connect their individual goals to the company vision, which employees find both rewarding and motivating.

Take it a step further by sharing company success with the entire organization. Celebrating successes with employees is a great way to build momentum and organically create engagement.

3. Employees aren’t happy with their pay.

Compensation is a leading driver of employee attraction and retention. In fact, according to Tower Watson’s 2014 Global Workforce Study, regardless of employee age, base pay is the reason most frequently cited by employees for joining or leaving an organization.

However, while 61 percent of the 600 employees surveyed by SHRM reported compensation or pay as a very important job satisfaction contributor, only 24 percent were very satisfied with the benefit, according to SHRM’s 2015 Employee Job Satisfaction and Engagement report.

What to do about it: Don’t hesitate to spark the discussion with employees. If employees aren’t happy with their pay, employers need to know about it before they look for better compensation elsewhere. While giving a pay raise or bonus isn’t always an option, there are plenty of budget-friendly ways to compensate employees for a job well done, from providing professional development opportunities to offering creative workplace perks.

4. Employees are running away from their managers.

The employee-manager relationship has a huge impact on performance and overall job satisfaction. So much so, that one in two employees have left their jobs to get away from a bad manager, according to Gallup’s 2015 State of the American Manager Report of more than 2 million manager-led teams and 27 million employees.

What to do about it: Improving the employee-manager relationship requires managers to do more than just manage. Successful managers act as coaches, mentors and teachers.

The study by Gallup found that employees whose managers help them set work priorities and goals are more engaged. So play a role in helping employees succeed in their roles by taking part in the goal setting process and meeting with employees on a regular basis to discuss individual development.

5. Employees don’t feel respected.

When it comes to motivating and engaging employees, there’s only one thing that truly matters: respect. In a study of nearly 20,000 employees worldwide by Harvard Business Review, being treated with respect was revealed to be more important to employees than recognition and appreciation, useful feedback and even opportunities for growth.

When employers respect employees, the rest follows. Unfortunately, more than half of employees claimed that they don’t regularly get respect from their leaders.

What to do about it: Employee respect begins with inviting employees into the circle of trust. Respect means trusting employees enough to be transparent with them. When it comes to company successes (and failures), keep employees in the loop.

Not only will keeping employees informed make them feel valued and respected, but knowing the goings-on within the company can help them better contribute to successes and solutions.


Author by Andre Lavoie,29 July 2015

Access on 30 July 2015.


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