Nothing is created alone | We partner to bring ideas to life

The Office

Maritz: Employee Sat, Trust Critically Low

on May 6 in Foundations, The Office | 0 comments

An article today in Incentive magazine covers poll results from market researcher Maritz regarding “record lows” for employee satisfaction and trust of management and coworkers based on a national sample of 2,004 full-time employees. Selected Findings 11 percent of respondents strongly agree that their managers show consistency between their words and actions 7 percent strongly agree that they trust senior leaders to look out for their best interests 7 seven percent strongly agree they trust their co-workers to do so 20 percent (one-fifth) do not agree that their company’s leader is completely honest and ethical 25 percent (a quarter) disagree that they trust management to make the right decisions in times of uncertainty  3 percent of respondents with weak management trust look forward to coming to work everyday vs. 50 percent with strong management trust The Recommendations Rick Garlick, senior director of consulting and strategic implementation, Maritz Hospitality Research Group, recommends the following (my comments in parentheses): Don’t make promises you don’t keep. (Absolutely.  Sometimes management tends to forget the small things that are promised and these can add up. For large decisions, such as pay issues, don’t make any announcements until all alternatives for win-wins have been considered and details have been ironed out.  It’s also a good idea to prevent information about major decisions from leaking out and creating expectations.) Have open and transparent communications, and keep employees updated on the company’s progress and goals. (There is an art form to internal communications.  If you have trouble putting yourself in employees’ shoes or have had memos backfire before, seek a professional opinion when writing or revising these messages. As a leader, you set the bar for the organization; get clarity on what you expect of others and yourself. Establish a regular communications plan and stick to a schedule.) Do things that bring people together and eliminate worker isolation. (This will only work if people enjoy each other’s company in the first place. Create a culture of fun, respect, professionalism–whatever works for you as a leader, your employees, and your brand–and ensure values are created, communicated, and carried out within the organization.  If you haven’t done the important work of developing values, vision, and mission, get started on that and get processes in place to...

Read More