For bosses & HR managers: If you are satisfied, you work better! {Trend! study}

For ten years, the consulting firm Gallup has been asking German employees about theirs satisfaction and hers Commitment in the job and to identify with it Companys. The Gallup Engagement Index for 2010 was released on February 9th. With (again) terrifying results: every fifth employee has quit internally. But what should HR and bosses start with it?

Listen up!

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Above all, the publication of such a study Executives and HR-Professionals everywhere pause or at least let them sit up and take notice. Because the numbers that are quoted by the press with nice regularity are not just empty statistics.

If you take a closer look at them, it will keep coming back clearhow much the line manager can make or break a loyal working relationship. Therefore: Ask only ever what your Employees can do for you, or are you also wondering what you can do for your employees?

Does it run like lubricated?

As long as no acute Problems appear, one is fast Tries to think the machinery is running like clockwork. Background However, you know what's going on behind the scenes? According to study results feel Only 13 percent of those surveyed are really closely related to theirs Company connected, and more than half of them are doing their job, but are not at all connected with the heart and with the Head only as far as absolutely necessary.

Who wants to go home quickly is often sick!

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The fact that great potential is wasted here is due to the Hand. It is not just that demotivated employees are less willing to commit themselves to an employer beyond the necessary minimum and they are certainly not interested in thinking about further things, for example about innovations or process optimization in their company.

A working environment in which everyone is just waiting to get behind the office door from outside is also responsible for a higher sick leave and longer leave times.

Pay attention to the signs

Of course, those who are satisfied with their situation, feel comfortable in their skin, are generally less susceptible to disease; If you like your job, do not be so quick to stay at home with a small ailment.

You can't always know what's on your employees' minds. However, be aware that you cannot automatically assume that everything is fine as long as you don't hear any complaints. Just as workflows should always be critically questioned, you should also look at the People pay attention to those who implement and support these processes. Only those who are present, approach their colleagues and show serious interest in their concerns and their everyday work can do so Motivation and expect commitment.

Fluctuation - not innovative, but a sign of bad leadership

The demands on workers are steadily increasing. They are demanding more and more commitment and are automatically expected to show an unwavering sense of compassion towards their baker. At the same time, more and more employees are wondering why this should only work unilaterally:

Bending - for what?

Why should they bend for a company that doesn't meet their needs? And why should they be loyal to a company that, when in doubt, would not be loyal to them?

Particularly in the economic crisis, many had to experience that management did not give them or their friends, acquaintances or business partners anything for free. So if you see better opportunities elsewhere, it won't be difficult to leave. Still others come to terms with their unsatisfactory situation and overturn it Work-Life-Balance in favor of their life outside of work.

Fluctuation = poor management

Fluctuation is not a sign of renewal and Innovation, but from mistakes in personnel management. When good people go, it's always a loss. Even if there are so many Candidate waiting for a chance on the market: Every great talent wants to be sought and found, trained and trained.

It takes time and Money. Rather invest in the potential offered by your employees. They probably also try existing ones customers to retain them instead of constantly acquiring new ones.

Whoever is stingy, brakes himself!

By wasting talent, not only are great opportunities missed in many companies, it even causes real damage to them Economy – the Gallup study estimates the losses at five billion annually. Employee motivation can be so easy - and doesn't have to cost as much as in a Spiegel Online-Article from August 2010 is explained.

Many bosses think of higher salaries as the first or only motivation, but according to the experts quoted on SPON, these are not decisive. Rather, most employees are concerned with superiors constructive to be guided and for a job well done recognition to receive, even if it is "only" in the form of a personally expressed praise.

Praise - everything, just not obvious!

Should these leadership techniques not be self-evident? In most cases apparently not, because for several years already Gallup has a negative trend, both as regards the satisfaction as well as the resulting commitment to the employer.

The most important thing is and remains for every manager, an ear and a Eye for the needs to have of his employees. Knowing who they are and what they actually do. Being there before problems arise; yes, especially when things are going well.

This takes time and effort and may seem annoying at times. Not in the motivation of his employees too invest, costs a company much more in the long run.

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