Germany: More and More Employees are Dissatisfied

Employees in Germany are increasingly dissatisfied. That’s mainly because the so-called work-life balance is playing an increasingly important role. The shortage of skilled workers is forcing companies to pay tribute to modern times and be more innovative. Many companies can implement some factors for higher work motivation.

Work motivation and job satisfaction

Gone are the days when potential employees signed every toggle contract. The work-life balance is an important factor for the modern generation. Interested parties place high demands on an employer beyond the desired salary.

Which factors influence job satisfaction?

Importance of Job Satisfaction and 4 Tips to Achieve

What is job satisfaction anyway? It is a subjective perception of the employee about his job. This arises from the current situation. Everyone values different factors and has different high demands. That is why it is difficult to say in general when an employee should be satisfied and feel comfortable at work. Factors that influence a positive or negative image of one’s own workplace are:

 

  • Recognition: A thank you or praise to the right place

  • Compensation: Appropriate, punctual, and negotiable

  • Flexible working hours: flextime or home office with time recording

  • Reconciliation of work and private life: work-life balance, part-time for parents

  • Working atmosphere: friendly cooperation, clear structures, inclusion

  • The difficulty level of the tasks: neither under- nor overburdening tasks, making your own decisions

  • How to get there: Long commutes and expensive train journeys versus job tickets 

  • Career opportunities: advanced training, opportunities for advancement, challenges, responsibility

  • Security: a permanent position, the knowledge to be needed

Satisfied employees work better: their motivation is increased, and they identify with the company more efficiently. Full-time employees spend much of their day at work. If you feel comfortable there, it has an impact on your overall quality of life. It is not only said that money alone does not make you happy. Even a pay rise only motivates for a certain period. A calling, not just a job, has a meaningful effect and satisfies the need for self-realization. Overtime doesn’t have to be a demotivating factor automatically. Employees can even be encouraged with the right approach to plus hours:

Some bonus tips for you

Taking Care of Your Employees Goes Beyond Their Safety | SCORE

Small and quick increases in motivation can easily be incorporated into everyday life:

  • Order a fruit basket for all employees.

  • Offer the opportunity for lunch breaks together.

  • Actively get feedback from employees.

  • Draw a shared vision for all employees.

  • Go out to eat together.

  • Show that the health of your employees is important to you.

What role do work-life balance, career advancement, and employee surveys play?

In our society, the working world no longer plays the first fiddle for many. The younger generations don’t feel like working 12 to 15 hours a day. They also don’t want to bend. They want a job that suits them. It’s doubly difficult for companies. Because especially in times of a shortage of skilled workers, you have to consider how you can bind the right employees to your company at the right time. Little things in everyday life play a role: An office without free coffee and other drinks? Where do you get that? One possibility is also to train the employees themselves in their areas and to develop their potential. For only 17 percent of German employees, there is professional career support in their company. Many employees feel that they are too poorly prepared for the future in their job. But how do employers find out? How should I know if my employees are dissatisfied with the company?

What is the work situation like?

The perception of the manager's health, a chiaroscuro reality? | IMSGeneva

Half of the employees are dissatisfied with their current work situation. After all, more than a third would recommend their own employer to their friends. But it is almost half of the employees who would change their job. One in five is looking for a better-paid position. Eleven percent of employees want more flexible working hours, and 15 percent want more recognition. Companies are challenged to promote the issues of appreciation and internal career planning to retain skilled workers. 

Only 15 percent have a strong emotional bond with their employer!

The 6 Most Familiar 'Bad Boss' Types and What to Do About Them

According to this, only 15 percent of German employees have a high emotional bond with their employer. An emotional bond leads to more commitment and sales. A negative attitude towards the workplace leads to less identification and, therefore, less sense of duty. Work motivation is closely related to the situation on-site. However, this is one of the factors in motivation that managers can change. A higher work motivation increases work performance. 

Crisis Management and Crisis Communication

In 1963, Charles F. Hermann defined a crisis as:

“….something that threatens high-priority values of the organization and is unexpected or unanticipated by the organization.”

A crisis is a time of catastrophe or disaster. It can occur at any time, anywhere and is unpreventable.

Today we will learn about workplace crisis management, thanks to our in-depth analysis below!

What Is Crisis Management?

Firstly, crisis management is a process that is implemented to reduce or prevent the impact or damage a crisis can inflict on an organisation or its stakeholders. It details how an organisation should react when faced with a problem. This process involves three specific phases, namely, pre-crisis, the crisis- response and the post-crisis.

The pre-crisis stage deals with prevention and preparation steps. At this stage, the organisation will prepare a crisis management plan that will outline steps to properly handle real problems that might arise later in the company. Proper training is given to workers and a crisis management team is formed. Numerous studies have shown that having a crisis website is also an excellent practice for an organisation.

The crisis-response stage details how management responds and takes actions following the onset of a crisis. The public relations team will take responsibility of communicating important messages to the public. During a crisis, the organization will need to provide accurate and valid information to reassure the public and maintain its continuity. Social media platforms and the company’s websites will be widely used during a crisis to inform the general public about specific issues. Recent research has shown how a company’s management should show empathy and concern for crisis victims. For example, in 2013, following a crash of the company airline, the Asiana Airlines President and CEO Yoon Young-doo offered his condolences to the victims and bowed in apology during a press conference in South Korea.

Furthermore, if employees have PTSD (Post Traumatic Stress Disorder) due to severe injuries or other catastrophes, a business organisation will usually offer treatment and counselling for these workers. In this phase, there will be strategies designed to repair and restore the organization’s reputation. Some strategies implemented by organisations are to offer apologies and compensation in the form of money to the victims and their families.

The final phase is the post-crisis stage. The company is now back to normal and preparing itself for the next crisis. It is important that the appropriate level of follow-up is conducted during this phase. For instance, if the company promised a certain amount of money as compensation to an employee, this needs to be carried out as soon as possible.

What Is Crisis Communication?

Crisis communication is a large part of effective crisis management. Crisis communication is the collection and spread of essential crisis-related information to a targeted audience so as to protect the organization’s reputation. It consists of managing information, opinions and emotions when the company is faced with huge pressure. Like crisis management, it also includes the three stages mentioned above.

The first stage consists of communicating instructions to train and inform workers and to minimise the risks of potential further crises. During the crisis stage, messages are conveyed to the media to maintain and portray a good image of the organisation. During the post-crisis period, communication is used to assess the damage caused by the crisis and whether the crisis plan was successful or not. Additionally, it involves a follow-up activity.

Communication is the ray of hope for an organisation during and after a crisis. A crisis provides a unique opportunity that allows an organisation to learn and grow. What do you think? Please don’t forget to share your views!