Interview by Joseph Coombs, SHRM Workplace Trends and Forecasting Specialist
Do you think employees' satisfaction with their jobs rose during the recession? What do you think was the most important factor regarding job satisfaction during the past few years?
Employee satisfaction and engagement are very individual issues that are influenced by an employee’s personal life, professional situation, expectations and values. One factor that influences this is communication from – and a connection to – the employer. During the recession, companies managed their reductions in force in varying ways. This was a crucial time for companies to communicate to employees their importance in relation to the company’s success.
Companies that communicated their visions and created a climate of employee appreciation and recognition during this time experienced higher employee satisfaction. Those employees felt “in the know” and trusted. Companies that did not focus on or communicate appreciation to employees likely experienced lower employee trust, confidence and cooperation, as well as higher employee burnout, disengagement and voluntary turnover. Employees in those organizations felt blindsided, unappreciated and, in some cases, betrayed.
For those that are looking for new jobs, what types of perks or benefits are people seeking?
Employees continue to seek competitive wages, an appreciative climate, affordable benefits and workplace flexibility.
HR departments were strained during the economic downturn, between budget cuts and having to handle the unenviable task of administering layoffs. What should be HR's top priority to improve employee relations going forward during the economic recovery?
HR’s top priority should be talent management and retention of high performers. HR needs to listen carefully to what employees need in order to find out what isn’t working, and then determine how to meet their needs so that HR develops and leverages current talent. Some initiatives could include coaching the high performers, providing clearer direction to the average performers, and providing greater opportunities to all employees that allow them to contribute and make decisions with more impact.
Do you think we are still at the point where most workers are grateful just to have a job, or do you see the tide turning where they are demanding more out of their employers?
While many workers are grateful for their jobs, they expect recognition for their efforts and loyalty. While employees are aware of high benefit costs and may accept higher co-pays or deductibles, they still need and expect affordable options from their employers.
Health care reform in 2010 created many new responsibilities for HR professionals. Do you think that will interfere with other efforts to reform benefits, such as developing workplace flexibility policies?
Health care reform required HR professionals to spend their time and energy learning about altering plans and complying with unclear or changing regulations. As the reform regulations are firmed up and the dust begins to settle, HR professionals will need to continue to find and provide additional perks that do not increase expenses such as workplace flexibility.