High turnover and low productivity are the biggest indicators of job dissatisfaction. Employers aware of these signs beforehand implement strategies that support improvements to working conditions, job training and leadership development — all primary factors that contribute to job dissatisfaction and thus high turnover and low productivity.
Lack of Training
New-hire orientation and skills training are two required components of job preparation for which employers are responsible. Job preparation begins with the initial step in training during new-hire orientation. Employees who start new jobs without any kind of orientation or training are often unaware of workplace policies and processes that would benefit their job performance. Additional training throughout the employment relationship keeps employee skill sets up-to-date and enables a more productive and efficient workforce. When employees lack the training necessary to become more productive, their performance suffers and they will either leave of their own volition for jobs that provide training and employee support or they will be terminated for poor performance.
Poor Working Conditions
Employees must have the necessary tools to perform their duties. This includes the proper equipment, machinery and computer technology as well as adequate lighting, work space and ergonomically-correct seating. Poor working conditions due to physical elements lead to low productivity and overall job dissatisfaction. The latter, particularly when left unaddressed, leaves employees feeling unappreciated and they ultimately leave.
Ineffective Leadership
Leadership training, employee development and professional-level seminars and workshops demonstrate the employer’s interest in tapping current human resources for higher-level roles within the organization through promotion-from-within policies and succession plans. Ineffective leadership results from employers’ failure to provide support for employees who demonstrate aptitude and interest in promotional opportunities. Promoting employees without the benefit of basic leadership training puts the employer at risk for high turnover and low productivity. It’s akin to setting the supervisor up for failure and it jeopardizes employee-supervisor relationships. For example, an employee receiving a promotion based on job competency alone may not have the skills necessary to manage employees who now report to her. Leadership training and employee development can help the new supervisor understand how to balance her dual responsibilities – managing department functions and managing people. Without leadership training, however, the supervisor can fail because she did not receive the training she needed and employees who report to her suffer because of potentially poor employee-supervisor relationships.
Workplace Conflict
Employees involved in workplace conflict — especially when management or human resources fails to investigate or resolve the issues — leave for other employment or simply become disengaged employees whose performance suffers. Unresolved workplace conflict has a detrimental effect on employee morale. Employer precautions include enforcing workplace policies that support fair employment practices and implementing a process for employees to report incidents that often rise to the level of workplace conflict, such as harassment or bullying.
