Take small steps to repair job satisfaction

July 7, 2011 at 10:35 pm Leave a comment

Employers haven’t kept up with employees’ job dissatisfaction. A recent MetLife survey found that employee loyalty has dropped 12 percent in the last three years. However, employers were asked about employee loyalty, their viewpoints hadn’t changed. That disconnect is likely to grow if businesses don’t address an increasing number of disgruntled workers.

So, if you think your workforce is happy and won’t jump ship when the next new opportunity comes along, think again. And it’s especially important to consider satisfaction among your top performers who are certainly the target of recruiters looking to fill positions with tried-and-true performers.

I liked CareerBuilder’s suggestions in a recent article posted on CNN Living. Instead of creating huge incentive and rewards programs as retention tools right off the bat, put your toe in the water. Conduct an employee survey that probes opinions about benefits programs, communication methods and professional opportunities. Armed with worker feedback, you’ll have clear direction on developing loyalty programs that address the needs of your workforce.

What are some unique ways that organizations are trying to build employee loyalty? Here are a few that caught my attention recently.

• Employee stock purchase plans. Although not a new perk, public companies can build goodwill with these plans that allow workers to buy company stock at a discount. With traditional savings accounts offering little more than a 1 percent interest rate, the prospect of making anywhere from 5 to 15 percent is an attractive benefit for employees.

• Employer-paid professional development. Most workers value the opportunity to gain new skills. And when it’s on the employer’s tab, the benefits are even sweeter.

• Flexible schedules. The push and pull of work, family and personal activities make varying start times, four-day weeks and job sharing valuable perks.

• Matching-gift programs. If your organization is already involved in charitable giving, use some of those funds to match employee contributions to organizations that they value. Workers will applaud your philanthropy and consideration of the causes that they believe in.

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Entry filed under: Company Culture, Employee Engagement, HR Management. Tags: , , , , , , , .

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