Conquering Organizational Goals with Contented Employees

 Happy Employees are the key to achieve Organizations Goals.

(Randy Pennington,2019)

The foundation is only the beginning of great top-down leadership. A successful business leader is aware that putting people first is essential to a company's expansion. It is a known fact that employee productivity and loyalty are influenced by employee satisfaction.

Work satisfaction can be considered as a central point of contention in a sound workspace which can in a roundabout way, upgrade commitment, faithfulness, dedication and increment inspiration and efficiency. An employee's undivided commitment may be based on his or her level of job contentment and satisfaction with his or her workplace.

An efficient and effective management system contributes to the creation of a pleasant working environment for these employees, which enables them to pursue individual goals as well as the institution's objectives. Employees would be more motivated to provide the best service possible to the institution, share their experience and expertise, and assist students who are being trained in an environment that is well-organized and harmonious.

Employee achievement and the success of an organization are directly linked to job satisfaction levels. As a result, an organization ought to be able to improve both the quality of its work and its productivity by having a better understanding of employees' perceived levels of job satisfaction.

Pay them on time small businesses can occasionally feel like a family, and this closeness can frequently blur the lines between professionalism and intimacy. Remember that this is their job, and they rely on their wages, no matter how close you are to your employees. Payroll software for small businesses can help you keep track of payroll and ensure that everyone is paid on time and accurately.

Provide high-quality management Poor staff management is one of the main reasons businesses lose employees. Make sure that people in management positions are good communicators and take an active interest in their subordinates. They should also give good feedback and praise for good work. Make sure that job roles are clearly defined and that there are no undefined areas of work or responsibilities at regular catch-up meetings with employees.

Feedback Get feedback from your employees and give them a place where they can talk about their experience. Create an environment where people can freely voice their concerns and provide feedback without fear of reprimand. This will not only improve employee satisfaction, but it may also result in significant advancements for the company as a whole.

Spend time and money training your employees. If an employee is falling behind, find out why. Do they require additional instruction? Do they feel stuck in their position? Could it be said that they are deficient with regards to the apparatuses important to take care of their business competently? If you don't provide them with the support and training, they need, they might look for another company that does.

Know your employees. Find out what they're good at and bad at so you can use them well and give them new challenges that can help them advance in their careers. Make use of their skills and previous work experience. Help your employees reach their full potential and you will reap the benefits of their continued employment by preventing them from becoming dissatisfied or stuck in their jobs.

Appreciation Make sure your employees feel appreciated. While constructive criticism is essential, you will almost certainly need to advise or modify your employees' work from time to time. However, praise and recognition are just as significant. Ensure that employees are rewarded for their efforts. For a job well done, you could give them money or gifts, but just saying thank you can help keep your employees happy.

Employee Contentment has a positive impact on the organization, and it will lead organizations achieve the goals effectively hence it is vital that we appreciate and value our employees periodically.

Reference

Daft, R.L & Noel, R.A. Organizational Behavior. South-Western Publishing: New York, 2001.  

Spector, P. E. Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers. Work & Stress, 1, 1987, 155-162. 

Kumar, P. & Schenk, C. ‘Union renewal and organizational change: a review of the literature’. In P. Kumar and C. Schenk (eds.), Paths to Union Renewal: Canadian Experiences. Peterborough, ON: Broadview Press Ltd, 2006, pp. 29–60. [6] Vroom, V.H. Work and Motivation. New York: John Wiley and Sons Inc. 1964

Tietjen, M.A. & Myers, R.M. Motivation and Job Satisfaction. Management Decision. 36(4), 1998, 226-231.