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Why employers should keep 18-to-34s happy

Posted by on Apr 25, 2012 in HR Issues, Moneyville, Quality of Life | 0 comments

Read this blog and comments on moneyvilleyville.ca

April 18, 2012 By Sheryl Smolkin

Youth unemployment edged higher again in February even as 25,000 young people gave up looking for jobs all together.Half of the workers interviewed in a recent survey said theywould be somewhat or very likely to leave their current position if theydidn’t feel appreciated by their manager.


What does it take to get you out of bed every day and at your desk on time with a smile on your face? If your answer is simply the money deposited into your bank account,  you are in the minority.

A recent OfficeTeam survey suggests that keeping employees satisfied on the job is more about opportunities for growth (30 per cent) and being recognized for a job well done (28 per cent) than rewards (24 per cent).

Related: Your raise may be less than inflation

In fact, over half of the workers interviewed (54 per cent) said they would be somewhat or very likely to leave their current position if they didn’t feel appreciated by their manager. The survey also revealed that workers between the ages of 18 and 34 are more likely than any other age group to leave their current post if they feel under appreciated (63 per cent).

Opportunities for growth go beyond  formal courses or leadership training. Promoting from within, empowering employees to make their own decisions and encouraging employees to submit ideas for improving processes and procedures, are all ways good managers increase employee engagement.

Effective employee recognition by management can also be expressed in non-monetary ways, such a a personal thank-you, a handwritten note, a shared positive message from a customer, or public recognition at a company town hall.

Unfortunately, in some cases attempts by managers to show appreciation backfire. OfficeTeam cites five of the most common recognition mistakes that can result in managers missing the mark:

Not getting the facts straight: Nothing is more embarrassing than if your boss thanks you but he doesn’t get your name right or correctly explain your accomplishments.

Offering token gestures: The form of recognition should fit the degree of achievement. For example, a free coffee is not an adequate thank you for five years of service.

Being vague: Recognition is much more meaningful if it is tied back to specific actions. Simply being named employee of the month because it’s your turn doesn’t cut it.

Going overboard: You are paid to do your job well. If one employee receives a large gift certificate or a dinner for two just for competing everyday tasks, this can create resentment among co-workers who may feel this individual been singled out for no good reason.

Overlooking other team members: When an excellent result is because of a team effort, giving one person all the credit will undermine employee morale instead of enhancing it.

Related: I’m earning 20 per cent less and happy about it

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