Greta Is Thinking of Resigning
Greta has been contemplating resigning from her Content Writing job of almost 3 years for months on the account of not feeling validated. And no, she does not let her personal feelings get the best of her; Greta believes a job is just a job—the heart simply does not factor into it.
However, Greta knows that her talents are not being served well by the almost uniform financial writing assignments she routinely receives. But mind you, Greta’s not turned off by the topic. For what it’s worth she has taken a liking to the research she does in the field. What she is apprehensive about is how she is given little to no feedback about what she has written. This is especially nerve-wracking as Greta has always been keen on the technicalities of language, grammar, composition, and of course, content. She is also not given any idea as to where her articles are being published. All she knows is that she is a guest post writer on various brokerage websites and that her works are used to prop up the company’s site from its low page rank.
When Greta asked if any further training or enrichment programs would be conducted for the Content Writing department, the Senior Content Writer sighed, looked at her with what appeared to be a mix of dismay and humiliation, and said, “I proposed that to management and they said they don’t see the relevance.”
That shook Greta. Thus started her overthinking and her almost obsessive contemplation on lodging her resignation despite receiving pay that her contemporaries would wish of having.
An article published by the Pew Research Center aptly entitled, “Majority of Workers Who Quit a Job in 2021 Cite Low Pay, No Opportunities for Advancement, Feeling Disrespected” stipulates that a staggering 63% of the sampled employees say that they left their jobs because of the lack of professional growth. Companies that have received the brunt of these types of resignations are highly likely, not able to provide avenues where employees could strengthen their skills at work. Frustration over management’s indifference to their intellectual needs motivates their desire to just up and leave.
If you are an employer or a business owner thinking about how they can keep their employees while at the same time helping them to reach their full potential, here are a few things that could be of assistance.
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1. Find Out What Their Interests and Motivations Are
Companies and organizations need to realize that their employees have varying motivations when they sought out their jobs. As this is the case, companies need to find out what these motivations are or where these lie so that they can provide the stimuli and them engaged with their jobs.
While a competitive salary is a great motivator for working, some may gravitate toward being just given due recognition for good performance. Some even find being given consistent feedback for their work is already a compelling reason to keep pushing to attain their best effort.
Through the help of their Human Resource department, companies should be able to determine what drives their employees to keep working to foster healthy working environments and holistic business growth.
2. Always Give Feedback!
Feedback is crucial in cultivating an employee’s skill set. As this is the case, employers should be generous in giving their employees feedback on the work they have done.
When assessing performance, the use of positive language is recommendable. The giving of feedback should never be used as a means to reprimand harshly. It should always be geared to look for ways to genuinely correct or reinforce a certain action made by an employee.
On top of that, feedback should be given immediately once the need arises. If the feedback grows stale, it might already become irrelevant.
3. Give Rewards to Notable Performers
Giving rewards to top-performing employees is a good way of letting them know that their efforts are being validated. If project execution had been done to a tee, the employee responsible for it should be given due credit.
Companies should be able to establish a good monitoring system or KPI that will determine if the employee can achieve his or her goals or even exceed them. Such tools will permit employees to note the potential rewards that they could provide.
Giving rewards also causes other employees to seek better work ethics and exert greater effort as they would desire to be recognized for their hard work as well. This boosts their morale and provides them with the feeling of respect they might need.
4. Offer Training and Enrichment Programs
Training employees consistently at certain points in time throughout their employment not only keeps them performing well in their field—it imbues in them a feeling they are being valued by the organization.
At the core of it, constant training and education satisfies employees’ intellectual inklings and primes them for further career advancement. Industry experts agree that when companies provide their employees with venues for greater learning, they are inclined to stay and work for them longer.
Educating employees further also allows them to assume leadership roles in the future. This strengthens both employee potential and the company from the inside.
In an ideal world, apart from treating them fairly, every employee should be given enough space and resources to flourish and achieve professional growth. It cannot be stressed any further that all employees, even if they take on jobs initially just to pay bills, all aim for a semblance of achievement—something that would set their place or make a name for themselves. As the matter stands, their companies must hone their talents and skills to keep them from professional stagnancy. Sure, the company’s existence is always geared toward making a profit for the owner, but he or she must bear in mind that its backbone is the employees. If their talents get buried under the ground and muck of mere profit-fueled ambition, the company falters and the employees’ dreams are squandered.