Top 10 reasons your employees might be unhappy with their careers

September 7, 2015 at 9:19 am Leave a comment

A scissor is cuting happy from unhappy on the desk.

A recent CIPD/Halogen Employee Outlook survey has found that 33% of employees say their careers have failed to live up to their aspirations.  You might not think this applies to your team, but how would you know for sure?

This statistic has potential links to one of our previous blogs, ‘Retaining your talent will be harder in 2015, up to 37% of them could be planning to leave’.  Taken together they could explain why the recruitment market is starting to pick up again, and why it is more important than ever to have pro-active employee retention plans in place.

In our March blog we explained what you can do to retain your top talent, but this month we’ll focus on why your employees might be disappointed with their job, and how it is in your power to help them.

How many of our list of the top 10 reasons why employees are unhappy could apply to your team members?

1.    I don’t know exactly what is expected of me at work
2.    I don’t have the resources I need to achieve what is expected of me
3.    My responsibilities do not match my skill set
4.    I don’t feel appreciated for my good work
5.    My manager does not care about me as a person
6.    I don’t feel like I’m doing anything worthwhile
7.    No one listens to my opinions
8.    I do not feel my job is contributing to the success of the company
9.    In the last six months, no one has talked to me about my career progression
10.    I am not given any independence, everything I do is controlled by my manager

You don’t need to be the smartest person in the world to spot that many of the reasons for employee dissatisfaction listed above can be resolved through good communication.  Communication is one of the most critical aspects of leadership – without it, staff, teams, departments and eventually whole companies can fail.

Of course not all of the reasons listed above will apply to all employees and different people will be motivated by different aspects of their job.  If you can understand what motivates your team members, and whether those motivators are satisfied by their role, you can understand the areas in which changes are needed.

The team’s Motivation Profile enables you to tailor your communication, rewards and strategies by engaging with their non-financial drivers.  When you talk to individuals you can focus even more on their motivators.

If you think a Motivation Review could help your staff find career satisfaction get in touch today.

Advertisements

Entry filed under: Leadership.

I’ve promoted my best salesperson to leader of the sales team, but it’s not working out, why? CIPD Survey – 31% of employers report a rise in ‘presenteeism’

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

Trackback this post  |  Subscribe to the comments via RSS Feed


Alan Adair

Contact Details

Alan Adair

Extra Dimension
Helping you and your teams to be more engaged, motivated and effective.

21 Pelican House
Stone Close
Poole
BH15 4GE

Tel 01202 830047

Email alan.adair@extradimension.co.uk

Website
www.extradimension.co.uk

RSS Extra Dimension

  • An error has occurred; the feed is probably down. Try again later.

Alan’s tweets


%d bloggers like this: