Employee Relations

Hi Caty - it's a great question and a big issue! Forbes published an article back in August (http://cptl.st/dgyiec) about the need to re-engage employees before they head for the exits when the economy recovers. In my opinion the best thing managers can do right now is meet with each member of their team and simply ask the question "how do you feel about your job?". With training and development budgets starting (slowly) to recover, opportunities exist to show that these employees who have suffered through cutbacks and increased workloads and salary freezes are valuable and important to the organization. But if managers wait too long to ask this question and find out how to make their high performers happy to stay, it will be too late.

Hi caty, It's good question , The only way to satisfy employees in an organisation is his/her Immediate boss has to undersrtand him througly and give inputs and extract out puts from him as and when Required.If not or if the boss is late to do so,the employees will never be saisfied.

I Think It Is About If The Employee Feel Prestige Or Not. If He Feels That He Is Important Member In The Organisation He Will Get Some Satisfactiohn So It So Useful For The Manager To Enhance This Feeling

Engaged employees are essential. Many experts predict that up to 25% of employees will jump ship when the economy improves. These are likely to be your most talented employees. Even in lean times, companies need to focus on employee engagement strategies. Read my current blog posting to learn about current research and concrete engagement strategies. http://barbemiller.wordpress.com/

Although one could argue Nik's distinction between "engaged" and "satisfied" is a bit of semantics, I do agree that the most engaged employees are not "satisfied" in the "I-have-reached-my-full-potential-and-make-a-nice-living" way, but are satisfied in the degree to which their job and their life are in sync. Thus, a young employee with high ambitions will be satisfied knowing there are abundant formal and informal routes to access, connection and success. A more seasoned employee starting a family will be satisfied that although their contributions will be different now, as family balance becomes more important, they know there will be opportunities to change their contributions in the future, and they will be valued and supported throughout life--and the senior employees, rather than being viewed as "old wood," will be satisfied by becoming the go-to resource for deep organizational knowledge and institutional capital -- the relationships and linkages formed over a lifetime. Engagement is the process of doing the work every day because you believe it matters, and satisfaction is knowing the partnership between you and your employer is flexible and focused on mutual gain over the long term.

It's not rocket science. Treat your employees well. Respect them, their views, listen to their suggestions, honor work-life balance, diversity of ideas, etc. Commuincate from the top down and truly live and demonstrate your corporate values. Show that ALL employees regardless of their level or department are critical to the success of the organization. When employees feel they are important and valued, they are engaged and they will produce.

Beyond the other great observations I believe having a written positive core values statement that is enforced by the behaviors of all beginning with the top down is critical. People do not leave companies they leave managers because of inconsistent behaviors.