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Caroline C | How do you think a manager could increase the degree of job satisfaction of their subordinates? |
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ticktag
 |
The key to your subordinates' job satisfaction is to be empowed to decide and have your support as well as guidance on their work. Once they feel that they have certain amount of control over certain task, they will feel satisfied. That is something that can outshine pay increments. |
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blueink
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Offer incentives for a job well done. Also offer incentives for best job performance.
Never ask your employees to do something you are not willing to do yourself.
And if they have 'issues' take care of them, don't just pacify them or they will disrespect you. |
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eternalvoid
 |
Improving their work environment or work condition i.e. temperature is suitable to work efficiently, well lighted, ... etc.
Managers should learn to praise their subordinates. Show them once in a while their contribution is noticed and appreciated.
Be visible and approachable for consultation about the task. Some managers when you verify something or want to ask further data to do the job effectively they start using scare tactics or Gorilla management where they start to show a mean disposition.
Learn to once in a while give credit to your subordinates when a task or project is done successfully. You maybe the manager of the project but they are the working force that made the project possible. Its a team effort which means they too deserve credit.
Widen the scope of their task and responsibility. Let them sometime contribute to ideas or insert independent ideas to their work. Actually there are managers in skilled white collar jobs in IT, Engineering who tend to micromanage their subordinates in such a way that they are like encoders or typists or diction takers rather than engineers or developers. And job satisfaction goes down really bad on those managers.
Learn to delegate tasks as managers. |
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X R Z
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haha applause to you..this sounds so much like my school assignment due for submission tomorrow. |
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kamasutran
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Certainly. A manager can kindle and encourage their subordinates by giving proper and exact job to them. By this way his subordinates will get "Job Satisfaction" which is the main issue now a days for professionals in the Globe. |
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Josie
 |
Setting clear expectations... and celebrating when those expectations were higher than usual.
Coach, don't manage: give team members the opportunities to become masters of their roles and treat them as vital parts of the team, authorities of their domain.
Don't let bad performance linger on, it hurts the rest of the team members.
When someone excells, praise specifically, explain (maybe even in public, if they aren't shy) how that had a postitive impact on the team.
Charge team members with their own development goals: no one likes a dead end job.. then support those goals. Tuition reimbursement is one good thing, but a flexible schedule is priceless.
Provide an environment that supports the human worker: understand that people don't shine everyday. Sometimes they need a break. They bounce back stronger and more loyal when you've been steady thru their hard time.
Move people to roles where their natural talents will prosper: a high introvert might not be the best busy front desk person, why torture us all. They might be happier with something that requires more intense concentration.
Ask them, on a routine basis, how THEY would improve their working environment. What do they need to make the job more rewarding, enriching, comfortable, safe and fun. And set them to implementing those ideas. |
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