Make Employees Love Their Jobs Rather Than Hate Their Jobs
May 24, 2018
Sometimes, you might get a hint that your employees are not satisfied with their jobs. It might be how they act at work, a rumor you hear from other employees, or a comment an employee might even tell you outright that they are not pleased for one reason or another. Hopefully, these situations can be corrected.
An Important Link
Owners must always remember that employees are the link between customers and the business…a very important and necessary link. Therefore, employees must be motivated, energetic, and optimistic when dealing with customers. They represent the business to the public.
It is not only distressing to a business when employees have a negative attitude about their work and toward the company, but it is detrimental to the profits and success of a business. Owners see (or should see) these negative attitudes because customers certainly see it in employees.
Have you ever overheard one customer say to another customer, “Well, there’s an employee who really hates his (or her) job.” Bet you’ve seen this happen or thought the same thing to yourself. And, what does this tell the customer about the business? It tells the customer that a high priority is not placed on employees, training, and most likely not on customer service, as well.
Many small businesses and SMEs never think about mentoring employees, yet it is both beneficial and necessary in several respects.
• Employees learn new traits and skills
• Employees are prepared to accept additional responsibilities
• Employees are trained to be promoted to higher positions
• Employees feel more engaged and part of the team
• Job satisfaction is increased
When companies have no mentoring programs, the reverse becomes evident:
• Employees get disgruntled with their jobs and the business they work for
• Employees feel they will not be missed if they quit
• Employees see no opportunity for advancement
• Employees feel they receive little or no support from the company
While mentoring takes some dedicated time, it involves little cost for a business but can produce very positive results. Although mentoring programs are for businesses of any size, a larger business will have more employees to:
• Carry the workload
• Cross-train each other
• Motivate fellow employees
• Choose the “stand-out” to be promoted
This means that small businesses with fewer employees must make the most of its workforce. Making the most of a small company’s workforce means working with and mentoring current employees, so they:
• Are skilled and ready to accept more responsibilities
• Are motivated
• Understand the business goals
• Achieve a higher level of job satisfaction
Poor job satisfaction leads to poor customer service that leads to customer dissatisfaction and eventually lost customers and lost revenue. On the other hand, high job satisfaction leads to excellent customer service that tends to create a high level of customer satisfaction…i.e. loyal customers who return. So, an employee-mentoring program serves many purposes. It benefits:
Take the effort to mentor employees – informally or formally – and turn those employees who “hate their jobs” into company ambassadors!