Humanity as Utility Article – Commodity Leadership | Management consulting
There is no doubt that employee satisfaction affects their performance and loyalty – as evidenced by numerous surveys. Among the most satisfied employees are often those of small companies, where an almost family atmosphere reigns and where individuals have the opportunity to stand out. The way in which the company’s management supports the friendly spirit of the team also plays a role.
According to a study by recruitment firm Robert Half and the consulting agency Happiness Works from 2017, employees are especially concerned with job satisfaction when they are proud of their organization, and are appreciated for their work and They are treated fairly and with respect. In addition to employees over the age of 55 and employees in marketing and creative positions, the study also included employees of companies with fewer than 10 employees in the ranking of the most satisfied employees. What makes employees in small businesses happier? “While small and medium-sized companies usually do not have the resources to provide their employees with the same or similar financial benefits and rewards as large companies, they do have better conditions for employees to feel like people here, not numbers.” Says Jerry Gemilka, ICU Director for Companies that provides activation and interim management for small and medium-sized enterprises.
Give them a chance to show what’s inside of them
Working in small and medium-sized companies is limited, for example, in that its overall condition reflects the efforts of each team member. In a small team, everyone is important and therefore they have a lot more responsibility on their shoulders than if they were performing the same job in a large company. He is also often the only employee in a particular job position and therefore indispensable for the company. For some, it might be daunting, but a lot of people get together, motivate, and drive better. Moreover, their contribution is instantly recognizable, tangible and tangible. “People are happy to see the results of their efforts behind them. Small business leaders can use this pairing very easily, but don’t be afraid to give your employees more freedom. Small business owners often feel that they need to constantly monitor their team and take responsibility. However, they quickly don’t kill themselves.” Not only, but they also send negative signals to the employees that they do not trust their abilities and view them as mere tools to perform their tasks without thinking. It certainly will not add to anyone’s job satisfaction. Jerry Gemilka says.
Promote friendly atmosphere
Relationships in the workplace also make a major contribution to employee satisfaction. Small teams are not a problem for all employees to get to know each other and get to know each other on a personal level. According to a survey by the analytical firm Gallup, employee friendships increase employee satisfaction by up to 50%, and employees who have a best friend among colleagues are seven times more likely to fully participate in their work responsibilities. Therefore, if the company provides its employees with the appropriate conditions for the development of mutually friendly relations, both parties will benefit. It doesn’t have to be a popular team building event, but just create fun relaxation areas, where team members can get together for coffee breaks and talk part-time “humanely”. You can also help the more “humane” face of the company by not insisting on strict job code rules or, if corporate nature permits, a dress code.
A novelty called the Director of Happiness. Do you need it
In recent years, we can also hear about a trend in the Czech Republic called Director of Happiness, which came to us from western and northern Europe, and has been used in Japan and Korea for a long time. A happiness manager is a person on the frontier of human resources, a leader and a psychologist, whose job is to maintain an optimistic attitude and good relationships in the workplace or help resolve conflicts. It is used mainly by large companies, or through the experience of developing startups, but for small and medium-sized enterprises, this position is usually unnecessary and the job is easily handled by a competent leader.