5 Ways to Really Tick Off Employees
A recent survey from Adecco Group North America highlights the increased dissatisfaction workers in America have with their employers. According to the survey:
- 54% of employees plan to look for a new job as soon as the economy turns around.
- Sentiment is even stronger among younger workers. Of those ages 18-29, 71% say they are likely to look for new jobs once the economy turns around.
Fact Company recently published a great article on Employee Engagement by CEO Roberta Matuson in which she listed five ways you can really tick off your employees and secure a Human Resource catastrophe in your near future.
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Provide daily reminders - Remind employees how lucky they are to have a job. Do this on a daily basis. Tell them how fortunate they are to be receiving a paycheck. Never mind their check is 10% less than what they originally signed up for. Remember to include this reminder at your weekly meetings, when you take them out to lunch to thank them for their efforts, and at this year’s office party.
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Freeze raises and bonuses – Jump on the bandwagon. Everyone else is doing it, so why shouldn’t you? Doesn’t matter if your profits are soaring or if your employees know you’ve had your best year ever. This is a great time to rein in costs, even if your costs are already in line.
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Renege on your promises – You told people their reduction in pay would be temporary. However, you now view these changes as permanent. Of course you’ve decided not to tell anyone, until they ask.
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Put a moratorium on promotions – Ask people to do the work of those who have been let go, and insist on holding back a title change and pay increase. Call this “self-development,” since you are giving people a wonderful opportunity to increase their skills. Something few employers seem to be doing.
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Send mixed messages – Tell your employees they are your most valuable asset. Then remind them that everyone is replaceable. Just to prove your point, be sure to replace a highly respected member of your team, with someone who is less experienced and less expensive.
In case you missed it – those are meant to be funny! But don’t miss this -- it’s time to get back to team-building basics. First, admit you have a problem. Then you can begin the lengthy process of rebuilding trust in your organization. Or, you can continue with business as usual and watch your employees flee the minute the economy shows signs of recovery.
