Written by Arindam Nag Employees differ in their personalities and these differences influence the way they react to the external and internal pressures that exist in any organization. It has been observed that this mental framework has a direct impact on their individual performance which ultimately affects the organization as a whole. Thus it is important for an organization to identify the factors that have a crippling effect on the performance of an employee at the workplace and make suitable corrections.
Well, you have plenty of company. According to a poll from the Pew Research Center, American workers are working longer hours for less pay and taking on higher levels of stress. The survey, which included 2, Americans, revealed that workers, especially older ones, were less satisfied with their jobs today than they were two decades ago.
In43 percent of workers 50 and older said they were satisfied with their employer and work environment. In a recent poll, that number was down sharply to 30 percent. Meanwhile, younger workers were more satisfied than in In the category, the number of younger workers satisfied jumped from 23 to 32 percent, while the range showed a slight gain, going from percent.
Through careful analysis, NBRI can provide your organization with specific, actionable items that can combat a wide range of issues. The gap is likely explained by older workers being more pessimistic about the How bosses impact their employees productivity market and threatened by globalization and lack of job security.
Whatever the case, there are strong feelings from all age groups about the things employees dislike about their employers and what steps should be taken to resolve the common issues that have become entrenched in the worker-boss relationship.
Meanwhile, consulting firms like Texas-based National Business Research Institute are helping companies uncover issues that impact their employees.
Lack of Communication The biggest problem with any relationship is lack of communication. And that extends beyond personal life into work life. The issue starts when employees avoid speaking forthright to their employers for fear of retribution.
A valid feeling in many cases. But there are plenty of things employers can do to open the lines of communication, like making time for employees, giving feedback, listening closely, asking questions and above all else, not hiding in the office and directing traffic solely through emails.
D and president of a crisis response service for businesses. Employees have a high tolerance for change if kept in the loop. When communication breaks down, rumors run rampant and will directly impact productivity, focus and ultimately the finances of the company.
So the best employers can do is live up to fair-wage standards. Retail giant Wal-Mart has taken heat from all angles for paying unfair wages and benefits to its employees while reaping enormous profits.
What employees can do to boost their paychecks is emphasize their experience, improve their education, point out positive performance reviews, work less desirable, but higher paying shifts, and exemplify successes. No Job Security With outsourcing, downsizing, globalization and pressure to meet the bottom line, job security has become a scarce commodity.
A substantial amount of employees have been made to feel as valuable to the company as a paper clip. Therefore, the backlash has been that workers are changing jobs every two to three years.
Every year, about one-third of our workforce changes jobs, largely to take advantage of better opportunities. And it certainly can have more impact than getting a hundred bucks less in your paycheck every week.
The toll on overworked employees can include fatigue, irritability, weight gain, insomnia, and a whole host of other physical and mental ailments. The micromanager shows little trust in employees and robs them of the ability to do their job.
The only real way to stop an employer from micromanaging is to tell them that you can produce better results if given the freedom to do so. Of course, that conversation has to be polite and tactful.
If the boss is no good, it gives the employee a better chance to stand out and score major bonus points with senior management. No Opportunity for Advancement Finding yourself with a ceiling over your career is not a good place for an employee to be. It may be the simple fact that there are no positions to move up into.
And if that drags on for years, it may be time to move on to another company or line of work. Jan West is a member of the American Psychological Association, and she has authored numerous articles and publications about surveys, training, and employee and customer satisfaction.Bosses Have Big Impact on Workplace Well-Being.
Treating employees badly can backfire as productivity drops, researchers say. Please note: This article was published more than one year ago.
Four in 10 people have engaged in workplace romances, yet precious few of them confided in HR about it—even if their company policy required formal disclosure, according to a new survey from Namely.
astonishing and all the variables have positive impact on productivity of employees working in Pakistan through leadership skills. Keywords: Leadership, productivity, skills INTRODUCTION towards their bosses or leaders as compared to organizations (Cheng et al., ).
The workers sense. Nov 01, · Telling your employees that they are doing a good job might lead to them having less stress, higher creativity and better problem solving skills.
Nardone Limited Comment: Interestingly, most employees underestimated their bosses’ salaries. One explanation for the work productivity results is the notion that: you too, as the current employee, could someday earn compensation near or close to that of your boss.
For the research, the team collected data from employees on the impact of their leaders procrastinating, and measured how much managers procrastinated using a .