"The persistent, spirited craving we have for connection, meaning,
relevance, peace -- can't really be abandoned because from 8-to-5 we
have a job, can it? More and more and more we see people bringing their
humanity to work, and finding ways to specify what's really important.
Less is more. Seems to me the only time more is more is when it's more
of less." (my italics)
Headlines often highlight the negative, or questionable, in order to grab our attention. It works.
We're so used to it that when I see one that puts a smile on my face, it actually has more impact.
Here are statistics that say things aren't quite as dismal as most headline writers would like us to think:
More than half--58%--of U.S. workers have confidence in their company's leadership. A full 66% say that they would recommend their firm to their friends who are seeking a job.
Those figures come from a survey conducted by NetReflector, a company that offers
tools for gathering customer and employee feedback. The survey included
9,351 people in 10 different countries. I'm not sure of the exact
amount from the U.S. survey population.
What does this mean?
We're always seeing headlines or journal articles about difficulty
in recruiting and retaining talent. If these stats are true, then
companies would seem to have a lot going for them. Additionally, the
NetReflector folks point out that high employee satisfaction usually
equates with high customer satisfaction. Not bad.
Is there a hidden challenge in there?
I think so. I did a post about what job seekers want.
The top 3 items were interesting, challenging work; rewards and
recognition for accomplishments; and a chance for quick career growth
The NetReflector survey asked "what could bosses do better?" The
highest percentage of responses stated "use my skills and abilities
better." And just under half (49%) felt that what they did actually
contributed to the company's mission.
If we can assume that this is an accurate representation, then
supervisors and managers can probably boost their effectiveness even
more by focusing on two things:
1. Creating assignments that offer some stretch goals and professional growth.
2. Intentionally talking about how the work unit's efforts tie into the company's overall mission.
I'm thinking that if managers can focus on just a couple
of meaningful things at a time--instead of being faced with multiple
programmatic fads--they can make a difference.