This was a sour Labor Day weekend for workers. But companies can do much to make the lemons into lemonade.
Friday’s job numbers showed that job growth is low and unemployment remains high. That’s bad news not just for those out of work but for people with jobs—because the slack labor market crimps their ability to advance and bargain for pay gains.
What’s more, employees are straining under extra workloads. There’s also growing fear of a double-dip recession and waning faith in government to fix the economy.
Should employers care about any of this? Yes, if they want productivity in the short term and productivity plus loyalty in the long term.
What should companies do? Take steps big and small.
The big: First, renew the relationship you have with employees. Workers can see that past pledges about raises or enhanced benefits or promotions or overall company goals may no longer be possible. Leaders and HR officials ought to be realistic about what’s true now. This goes not only for high-level corporate strategy but also for companywide policies and perks as well as how each individual worker fits into the broader plan.
A good essay about re-engaging employees is this recent piece at HR Examiner by David Kippen, chief executive at consulting firm Evviva Brands. “Workers who may have lost their passion are able to re-commit and by so doing, substantially increase their enjoyment of their work and their productivity,” Kippen writes.
Another big step: Take pains not to overtax your people. Evidence is piling up that employees are burning out. The data includes our recent survey with Workplace Options, a provider of employee assistance program services. We found that 55 percent of employees have seen their job duties increase as a result of the troubled economy. Among that group, more than half said the extra work has had a negative effect on their well-being.
Solutions to the over-stretched workforce range from hiring more people to passing out pay raises to promoting employees.
Even simpler, smaller steps can help. Recognize the yeoman efforts by employees. Throw a party; hand-write thank you notes.
Such measures can boost the morale not only of those toiling with additional tasks, but anxious employees generally.
One of my former bosses, Jeff Pelline at CNET News.com, used to bring in home-smoked salmon. Our newsroom of about 15 people would take a break and he’d mention successes we’d had.
This was not long after the dot-com bubble had burst, and economic uncertainty remained high. Jeff’s salmon soirees eased the stress and made us feel part of a cared-for team. I left those gatherings eager to make my next story a good one.
Maybe salmon isn’t on your menu. How about fixing a batch of lemonade for your people? I bet it will sweeten the mood just a little for everyone.
