| Are employee attitudes noticeably poorer these days? | Can organizations easily improve employee attitudes? | Why is this movement trending now? | Can you recommend one way to improve these attitudes? | |
| Adrienne Conrad Partner Jackson Lewis LLP | Given the economic climate, it follows that the morale of employees would be low when they are constantly wondering whether their job will be the next to get cut. However, many of our clients have reported that once they have completed any necessary reductions in force, they have been left with a workforce that has a much better attitude because they are grateful to still have a job. In fact, some employees take it upon themselves to go above and beyond in their jobs in an attempt to make themselves indispensable to avoid job loss. | I do not believe there is an easy method for managing the attitudes of employees. However, a key step to reaching the goal of improved morale is communication. Being as honest and open as possible with employees through regularly scheduled meetings can help put the brakes on disruptive rumors about the organization and its future. | Like many things, employee morale is cyclical and it is also mostly dependent on the economic climate. As we start to see glimmers of improvement in the economy, it makes sense that we should begin to see an upward trend in employees’ attitudes. | There is no easy road to improved employee morale. However, over time, open communication that includes not only a flow of information from the organization, but also a willingness of the organization to listen to criticisms and suggestions from employees will help to improve attitudes. Organizations should not be afraid to seek out and respond to feedback from employees. |
| Jim Johns President The Johns Group Inc. | Absolutely. Employees are focused on news reports about our nation’s challenges with outrageous debt, political unrest and division – high unemployment, foreclosures, rise in the costs of living, reductions in home equity, decreased retirement opportunities, etc. The American Dream appears to be over. We all know someone whose life has been dramatically shifted by the economy. Many employees are doing the work of two people while being paid less. Employees are fearful of what the future holds. | Not easily, but absolutely. Employers can help by frequently and sincerely communicating to employees they’re committed for the long term, what they’re doing to strengthen the company, stabilize incomes, benefits and retirement contributions. Em-ployees need to be reassured and see evidence that hard work and customer satisfaction is rewarded. Treat employees with dignity and respect. Create a team concept of trust and respect, “we’ll get through this together.” | Many people do not trust the federal government and that major institutions are working effectively or in the best interest of the people. Home foreclosures are high, retirement plans devalued, households with only one employed and adult children moving in with parents, teens and college grads can’t find work, large student loans, etc. The workplace is full of fear and we watch news that reinforces the chaos and fear. | Companies can focus on the many positive issues in the economy and reinforce the attitude through frequent communications of facts to help reduce employee fear of uncertainty in the workplace and life in general. Employees need to understand how much better things are now than in 2008. More jobs are being created, housing starts are increasing, banks are better capitalized, the stock market and retirement funds improving, etc. |
| Hal Resnick President Work Systems Associates Inc. | It depends on how leadership behaves. For example, if salaries and wages have been frozen while the company has been making money and senior management has been receiving bonuses, then you can expect attitude issues. In other organizations with the same salary freezes, if senior leadership explains the situation and shares the same personal financial restrictions, that workforce is very likely to work harder than ever to return the company to prosperity. | Yes, as long as leadership does four things. First, share the truth. Be authentic and transparent. Second, make sure that every employee has clear expectations and understands how important their job is to the success of the company. Third, empower em-ployees with the support, the tools and the autonomy they need to do their job successfully. Fourth, provide positive feedback and reinforcement for a job well done. | The issue at this moment is that people at all levels are fundamentally worried about security issues. When concerns about security and fear are the dominant emotions, people cannot focus on higher-level achievement, innovation and creativity. Help people feel secure about today and about the future and the situation will begin to reverse itself. | One of the most devastating human emotions is the feeling of the loss of control. When illness or disasters overtake us, we feel a sense of helplessness and hopelessness. The most important thing we can do to improve attitudes is help employees identify what they can do personally to take control of their lives and situations and help them create a clear path forward for their success in both their work and personal lives. |
| Angie Tekin Professional Staffing Consultant Oasis Staffing | Layoffs, RIF, frozen or eliminated pension plans, pay cuts, reduced hours, etc., have residual effects on employees who are fortunate enough to still be working. The recessionary doom-and- gloom headlines have taken their toll on trust, security and motivation in and out of the workplace. Watching your work associates lose their jobs and livelihood leaves a tremendous negative impression on those “who are left behind.” If perception is reality, the pulse of the American workforce has slowed down a bit. | There is no “easy” or “quick-fix” solution. Attitudes and behavior take time to re-align. However, they are salvageable with a direct, practical approach which has its basis in objective assessment. Declining attitudes can be identified through absenteeism and attendance issues; poor performance, delivery flaws and mistakes, customer complaints, loss of client base due to service issues, etc. These are symptoms. Address the symptoms — at all levels — and the attitudes will follow. | Our workforce has been traumatized over the past three years. Employers feel “guilty” about the actions they’ve taken to salvage their business. Companies must hold onto the remaining talent in their organizations. It’s cheaper to adjust attitudes than to hire and train a new workforce. Workplace attitudes are contagious and can drive a business up or down. Competition today means investing in your employees for profits tomorrow. | Ask, listen and act upon employee input. Be prepared to make changes at the top. Employees have heard enough rhetoric and rumors; communicate and give feedback regularly. Ask your employees for their ideas. You might be surprised at what they have to say. In today’s economy all you have left are your employees. Engage them in this process or it won’t work. It’s their attitudes you are working on. |