Digest

February 22, 2006

Boosting worker morale urged to offset bad days

No matter how functional, caring, effective and successful your company is - and many people would hardly describe theirs in such a manner - there will come a day when you're disappointed. That's why many organizations would be well-served establishing an "emotional bank account" with workers for when that miserable rainy day arrives, suggests Quint Studer, a coaching expert and chief executive of Studer Group, based in Gulf Breeze, Fla. Here are a few tips:

Diagnose satisfaction, then act. Many organizations assess employees' complaints, satisfaction, problems. Not as many actually address the findings.

Harvest best practices. Few departments are uniform. One may have traits or practices that ought to be expanded across the entire company.

Make the rounds. Just as doctors see patients in the hospital, a VP or department manager ought to spend time each day or week checking on the status of workers. This is where you can discover problems and fix them, and show employees that you care, Studer advises.

Associated Press

Compensation

Most workers want new jobs

Nearly two-thirds of U.S. workers plan to look for a new job in the next three months, many motivated by the mistaken idea they are currently underpaid, according to salary.com. The compensation data-and-research company conducted an online poll of more than 13,000 workers and nearly 400 human resource managers nationwide. Sixty-five percent of those surveyed plan to job-hunt in the next three months, according to the poll, with most blaming inadequate compensation for their desire to move on. Salary.com looked at a sampling of respondents and found that, based on their job responsibilities, just 20 percent were underpaid when compared with those doing similar jobs in the same industry. Bill Coleman, senior vice president of compensation at salary.com, said workers often "benchmark their salary based on title, rather than job responsibilities. ... When it comes to salary, it's what you do ... that counts."

Retention

What to look for in counteroffers

If you've been approached about a new job, would your current employer seek to keep you? Counteroffers are tricky, advises the Creative Group, a temp-staffing company based in Menlo Park, Calif. The agency offers a few questions that might help clarify the situation:

Why are they offering? Is their counteroffer a sign that you're truly a vital cog in a successful machine or just because they'll be in a lurch if you leave?

What's the work you do? A better salary or new title won't much help if you're still feeling stuck with horrendous assignments or have gotten into a career impasse in your current job.

What's the outlook? Have you requested, with justification, a raise or promotion and been denied? The best employers promote talented people on staff and compensate them fairly on a consistent basis, not just when they're forced to do so.

From Orlando Sentinel and Associated Press reports

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