Employee Expectations From Communications

What matters most to employees?

These are the human needs that concern us most:
  • Work worth doing
  • Career development and job security
  • Compensation, benefits, awards, recognition
  • Work environment, health and safety
  • Life balance: time, energy, personal life, work life.

Respond to these needs in your communication with employees.

When it comes to communication… What makes employees tick?

Sure, we know that money is a big factor in employee motivation. But an employee survey recently conducted by a large human resources consulting firm suggests communication may be even more important than pay as a factor in motivating and retaining employees.

The evidence comes from Mercer HR Consulting, which recently surveyed 2,600 U.S. workers about their attitudes regarding their job, management, pay and the work environment.

Among employees who report their organization does a good job of keeping workers informed, just 15% say they are seriously considering leaving their organization and only 6% say they are dissatisfied. On the flip side, among employees who say their organization does not keep them informed, 41% are thinking about leaving and 42% say they are dissatisfied.

Communication is a big factor in decisions to stay or leave

The gaps aren’t as wide on some pay issues, says Mercer, suggesting that communication may play a larger role than pay in shaping employee attitudes. "Clearly, employees value effective communication with their employers," notes Mercer. "It affects their overall commitment and satisfaction and is a major factor in their decisions to stay with or leave an employer."

Why should managers be concerned about retention and job satisfaction in a tight labor market? Because it’s smart business to do so. Low productivity, reduced customer service, lack of innovation and problem-solving and poor execution are the by-products of worker alienation. In a hotly competitive world of business, these kinds of negative behaviors can stop a business plan dead in its tracks.

What do employees want from communication? Here’s what they say, and how you can meet their needs:
  • "I want more information about how to do my job effectively and how to manage my career." How managers can help: Give clear, thorough work directions. Meet regularly with employees to provide performance feedback and discuss business developments. Link business strategy to work unit and individual goals. Point employees toward info resources and developmental opportunities that can help them learn and grow.
     
  • "I want to learn more about the future direction of my organization and how I fit into the plan." How managers can help: Help employees understand how they fit into the organization by letting them in on major programs, decisions and challenges and how they can contribute to them.
     
  • "I’d like to see more appreciation from my manager when I do my job well." How managers can help: Say thank you or offer a kind word every once in a while – it costs nothing and people can be just as motivated by sincere appreciation as they are by formal rewards. Target praise for specific accomplishments and not to general work.
      
  • "I desire a more open, two-way communication climate that allows me to freely share my opinions and ideas with management." How managers can help: Make a strong effort to connect personally with your employees. Encourage dialogue among teams and individual employees. Make your employees feel comfortable communicating with you.
      
  • "I want my boss to stop micro-managing me." How managers can help: When practical, give employees authority to make decisions and the flexibility to set goals for themselves and manage their work. Trust them to do the job they’ve been hired to do.

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COACH is produced by Motiv8 Communications, Port Orange, Florida P: 386-322-9802 E: motiv8comm@aol.com