Employee Attitudes and Job Satisfaction

Employee attitudes are inversely proportional to levels of job satisfaction. If your employees are under performing or over performing, it is only because of respective deviations in drawing job satisfaction. As the owner driven by a desire to run a successful organization, it is imperative that you pay utmost attention to changing employee attitudes.

The general temperament of your workforce is mostly the defining factor of organizational behavior and steer it towards your predetermined objectives. A company that values its employees has higher chances of sculpting a winning team and a loyal workforce, than the one with a myopic view pertaining to profits only.

It takes only one rotten apple to damage the rest in the basket as well. It only takes a little time to destruct a perfectly harmonious work culture and one act of rudeness to create a highly suspicious relationships amongst your employees. A bossy subordinate or a sadistic manager, can mess with your employees in ways that can be invisible to the naked eye.

Assuming authority or misusing power by one person, can lead to distrust and insecurity amongst your workforce. The constant demeaning and nagging are a few more tricks to vex your employees by a person of ill intentions.

As lack of communication persists between the higher management and the employees, a high attrition rate is set in. This triggers a problem for both the parties, namely the employee and the company.

As an employer, you need to observe these trends, and figure out what may be causing the trouble. Dealing with such situations, inculcates a trust among employees about you and increases the job satisfaction, by changing their attitude.

Attitudes, in general, are vulnerable in nature. A caustic remark by an inconsequential person can cause self doubt. The fragile attitude needs to be reminded to draw its inner strength and look beyond superficial retorts.

Motivated and inspired employees perform better, which satisfies their needs of self actualization and thus brings about job satisfaction too. Fulfillment of the former is more important to bring about a positive change in the attitude, which can turn the tables for a positively.

A multicultural workplace is vulnerable to larger issues attributable to differences in religions and beliefs. Workplaces as such are difficult to avoid due to increasing globalization. Looking at these differences objectively and practically can help you solve their problems.

Active listening, negating nepotism and empowering your employees to understand each others backgrounds can help change their attitudes towards each other, for the better. This will bring your employees closer in thought and in sentiment, encouraging the importance of team building.

Compensation and rewards are very important part of raising the bar of work performance and results. Employees are aware of the fact that they are being constantly judged by employees and clients. Their actions, work and behavior is under microscopic scrutiny.

Just as mistakes have to corrected or punished, good work needs to be appreciated. It has to be rewarded with timely appraisals, trophies and public acknowledgment. Performance based appraisals can help your employees to perform even better and love their job more.

Job satisfaction among the employees is mainly dependent on the HR officer and then the employer. The former comes in direct contact with the employees and is responsible for appreciating their work, understanding and solving their problems, and keeping them motivated. A falter in any of these will cause the greatest loss of human resource for your company.

Lastly, remember that an employee never leaves his job, but leaves his company. When he leaves, he takes away contacts and a skill, which will only be perfected in the years to come. Thus, retaining your trained workforce, is the only way to see your company climb up the ladder of success.