New Year’s Resolutions you wish your boss would make

26Dec11

 

 

According to Susan Heathfield @ http://humanresources.about.com/od/retention/a/emplo_complaint.htm 

 Here are  the TopTen gripes employees have about their bosses…

  • Higher salaries:pay is the number one area in which employees seek change. You can foster a work environment in which employees feel comfortable asking for a raise. 
  • Internal pay equity:employees are concerned particularly with pay compression, the differential in pay between new and longer term employees. In organizations, with the average annual pay increase for employees around 4%, employees perceive that newcomers are better paid – and, often, they are. 
  • Benefits programs, particularly health and dental insurance, retirement, and Paid Time Off / vacation days:specifically, many employees feel that their health insurance costs too much, especially prescription drug programs, when employers pass part of their rising costs to employees. 
  • Over-management:Employees often defined by interviewees as: “Too many chiefs, not enough Indians.” Workplaces that foster employee empowerment, employee enablement, and broader spans of control by managers, will see fewer complaints. A popular word, micromanaging, expresses this sentiment, too. 
  • Pay increase guidelines for merit:Employees believe the compensation system should place greater emphasis on merit and contribution. Employees find pay systems in which all employees receive the same pay increase annually, demoralizing. Such pay systems hit the motivation and commitment of your best employees hardest as they may begin asking what’s in this for me?As you adopt a merit pay system, one component is education so that employees know what behaviors and contributions merit additional compensation. Employees who did not must be informed by their manager about how their performance needs to change to merit a larger pay increase. 
  • Human Resources department response to employees:The Human Resource department needs to be more responsive to employee questions and concerns. In many companies, the HR department is perceived as the policy making, policing arm of management. In fact, in forward thinking HR departments, responsiveness to employee needs is one of the cornerstones. 
  • Favoritism:Employees want the perception that each employee is treated equivalently with other employees. If there are policies, behavioral guidelines, methods for requesting time off, valued assignments, opportunities for development, frequent communication, and just about any other work related decisions you can think of, employees want fair treatment. 
  • Communication and availability:Let’s face it. Employees want face-to-face communication time with both their supervisors and executive management. This communication helps them feel recognized and important. And, yes, your time is full because you have a job, too. But, a manager’s main job is to support the success of all his or her reporting employees. That’s how the manager magnifies their own success. 
  • Workloads are too heavy:Departments are understaffed and employees feel as if their workloads are too heavy and their time is spread too thinly. I see this complaint becoming worse as layoffs; the economy; your ability to find educated, skilled, experienced staff; and your business demands grow. To combat this, each company should help employees participate in continuous improvement activities. 
  • Facility cleanliness: Employees want a clean, organized work environment in which they have the necessary equipment to perform well.

 

According to Judy Olian of PSU…Here are the top 10 employee requests for their boss’s New Year’s Resolutions @

http://news.smeal.psu.edu/news-release-archives/2001/dec01/nyres.html

(1) Be a mentor – – reach out to selected junior people in your workplace, who could benefit from closer attention to their career development, mobility, and assignment opportunities they should pursue.

(2) Be direct in providing feedback, tackling development and improvement needs among your subordinates. Letting problems fester does no one any good. You resent it as your employee’s performance deteriorates, and the team suffers. Help employees improve by providing direct, constructive, and sensitive feedback.

(3) Look in the mirror, and make an honest assessment of what you do well, and areas in which your behavior is problematic or even destructive for your employees. We’re often very effective at hiding from our own weaknesses. If you need to, sit down with trusted employees or peers to realistically gauge your management strengths and weaknesses.

(4) Spend more time walking around, showing the flag, being visible. You’ll learn more in an hour on-site with your employees, than you will in a week of meetings in your office. Moreover, they will appreciate direct contact with you and see you as an approachable person, more likely to listen to their ideas and feedback.

(5) Listen. You’ll be more likely to pick up creative ideas, potential problems, and the issues that matter to each employee. You’ll be demonstrating that you care about what’s on their mind, and that you respect their ideas.

(6) Manage the way your team works together. Make sure they are hired to complement each other, that they share knowledge broadly across the team, and work to support the success of the team as a whole rather than as a collection of individual athletes.

(7) Don’t sweat the small stuff. Keep your eye on the goal line and get enmeshed only in matters of strategic importance. The small or petty stuff doesn’t warrant the attention of the boss.

(8) Celebrate the successes of your team, and make it fun. It’s easy to get mired in the downside, in the problems that need to be corrected. But in this down economy, you need to pay special attention to uplifting spirits, accentuating areas that are working, and acknowledging the efforts of extraordinary contributors.

(9) Strengthen the sense of community at work. We’ve learned a lot after September 11th, including the importance of ties among co-workers. Think about ways to enhance the level of mutual caring and connections among all employees in the company.

(10) Aim for better balance in your own life. According to Brendan Tobin, author of, “Yes, You Can! Extraordinary Results from Ordinary People,” nobody dies wishing they had spent more time at work. Family is important, and activities outside of work should be nurtured. You’ll be more effective in employment with better balance. You’ll also be serving as a role model for others.

Add your comment…What New Year’s Resolution would you like your boss to make?

 

Al Bagocius
The A & I Consulting Group
Creative Packaging Solutions
9838 Old Baymeadows Road # 387
Jacksonville, FL 32256
Voice Mail: 904.553.9539
www.aicreativepackaging.com
e-mail @ bagociusar@aol.com
LinkedIn @ www.linkedin.com/in/albagocius
blog @ https://albagocius.wordpress.com
“We Package Your Message!”
 
Al Bagocius 
 


3 Responses to “New Year’s Resolutions you wish your boss would make”

  1. Shed dead weight. We are spread thin where I work, but only at one location. The other location contains people who play solitaire, take naps (I’m not joking or exaggerating) and run off on rescue calls while their on the clock.
    We shut an online division down lately because there weren’t enough people to run it and take care of the brick and mortar store. If we cut the boat anchors away, it never would have happened…

    • Craig- Thanks for sharing this…I wonder if this happens frequently?

      • I wonder if it’s more common in a small family business that’s been handed down for a couple of generations. Such is the case here. I believe this is the last one, as the people next in line will have run it into the ground a couple of weeks after they take over.


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