We often see media coverage of how employees are becoming not only increasingly dissatisfied with their jobs, but with management/leadership in organizations as well. In my opinion, this level of dissatisfaction stems from deeper systemic issues that are taking place not only in our organizations, but in society as well. If it wasn't for the hard work and effort that individuals at all levels provided in their jobs then our organizations would not be performing (and profiting) as well as they do. But, how often do leadership and management stop to reflect on this important point? Probably not often enough. I've created a list of nine areas that organizations could reflect on and pay more attention to for the purpose of providing a better and more effective working environment that focuses on increasing employee satisfaction. The nine areas include: expectations, role of power, lack of accountability, values, transparency, cost of high performance and who benefits (and suffers), hiring process, reward systems, and trust. The first area is included below. Each will be discussed in separate blog posts.
1) Expectations need to be in alignment and fair for both the employee and the organization
We often hear that 1) employees are expecting too much from their work, and 2) employees need to leave their personal lives at the door when coming to work. For most of us we spend at least approximately 2000 hours a year working. Yet, individuals are told that they have unrealistic expectations regarding wanting to find meaning and fulfillment in their jobs. In fact, individuals should go to work, do their jobs, and lower their expectations regarding what the organization/work can and will provide them. By doing so, they will be happier. In addition, no matter what is happening in our personal lives (family, school, hobbies, etc.) it should not affect our work. We need to leave that "stuff" at the door. Yet, organizations are expecting employees to give their full 100% everyday at work and to not leave their work at the door when they go home. This mis-alignment of expectations is a double standard. This does not create a win-win situation for the employee (only the organization). There needs to be negotiation and an understanding of expectations from both sides. If we are expected to be on call and checking (and responding) to emails outside of work then organizations must realize that our personal lives may need to be attended to during work. In addition, why is it unrealistic for individuals to want to find meaning and fulfillment in their work? Management and leadership could ask employees how they can help them create meaning and fulfillment in their work/job/tasks.This expectation should be celebrated in the sense that organizations could also benefit from employees that are passionate, engaged, and motivated by the work that they do. If organizations are setting high expectations, it only seems fair that employees should be able to do the same.