Are Your Employees Satisfied? Check Out This Report
(By Dan Simmons)
The Society for Human Resource Management (SHRM) has given an Employee Job Satisfaction Survey every year since 2002. Results of the 2015 survey show that 88% of U.S. employees feel satisfied overall with their current job. This is the highest level of job satisfaction in ten years, with 37% reporting they are "very satisfied" and 51% saying they are "somewhat satisfied."
This shows that there are a larger percentage of employees saying they are only satisfied to a certain extent, signaling room for improvement. Something similar was found when asked about their level of satisfaction toward their employer: 40% said they were "very satisfied," while more, at 45%, said they were "somewhat satisfied."
Since the economy has stabilized over the past few years, organizations can perhaps now offer more of the incentives they eliminated during the recession. At the same time, an uptick in the economy means more job opportunities. Nearly half (45%) of employees said they would "likely or very likely" be looking for another job, one outside their current place of employment, in the next year, although job satisfaction is at a 10-year high. Employers would be wise not to ignore this!
Which factors contribute most to job satisfaction among employees?
The survey revealed the top 5 aspects of job satisfaction:
- Most important was that all employees were being treated respectfully at every level (67%). This was the second year in a row respectful treatment appeared as number one in terms of job satisfaction.
- Next in line was overall compensation/pay; with 63% of employees saying their level of pay makes gives them the most satisfaction. Pay placed fourth in 2014, so this is quite a jump to number 2, however it has been consistently in the top 5 since 2002.
- Overall benefits came in third, with 60% expressing that this as the most important aspect of job satisfaction. And again, this has consistently appeared in the top 5, except for the year 2012.
- Job security came in fourth; with 58% of workers saying this was "very important" in terms of their level of satisfaction.
- In fifth place there was a tie between two factors: trust between the employees and top management, and opportunities to utilize their skills and abilities.
The SHRM Survey clearly shows that in today's economy the keys to retaining/attracting talent is by respecting your people, making them feel appreciated, providing great pay and benefits, offering job security in a trusting environment and allowing them to develop and use their skills and abilities to the fullest. If you don't someone else just might!
Click here to view the SHRM survey in its entirety.
If you would like more information on this topic, call me at (888) 276-6789 or send an email to firstname.lastname@example.org. (And don't forget to connect with me on LinkedIn!)
Tips for Creating an Impressive Resume
(By Dan Simmons)
I see hundreds of resumes each and every year and have concluded that a lot of candidates do not see the importance of this document to a recruiter and more importantly to an employer. You only have one chance to make a great first impression, and this is that chance! Make it count!
When I see a resume that lays out a history of job responsibilities I yawn. It's just boring. We can all list a bunch of tasks associated with a particular job description. The truth is that no one cares what you were tasked with doing. What they care about is what you accomplished for the organizaton you worked for. What results were attributable to your efforts?
An impressive looking resume will highlight your accomplishments within your scope of responsibilities. If you can quantify them in terms of number of sales and what that represented dollar-wise and/or production levels and the increase that happened under your direction this creates a vivid picture of your contributions. If you worked as the as lead researcher in the product development department, here are some examples of how you could describe that position in terms of good, better and best:
Job Title: Lead researcher for product development department
Good - Team Leader for the product development department.
Better - Led a team of 8 researchers who were charged with developing innovative products for a well-known manufacturing company.
Best - Led an 8-person team of product development specialists for a topnotch manufacturer resulting in 4 innovative new products and 2 patents in the last 30 months. This resulted in sales of more than $6 million dollars.
Key Tip: When creating your resume, write about what you accomplished, quantifying how well you did this, and why this was important for the company you worked for.
A trainer conducting a class for a roomful of professional recruiters once gave this advice, "When you set out to describe something, make sure you ask yourself these questions:"
Put yourself in the position of the person reading your resume. What you write must be relevant to them. It all boils down to one question, "What can you do for them?" They are going to look at what you have accomplished for past employers to get an idea of what you can do for them.
- So what?
- Who cares?
- What does this mean to me?
When creating your resume you must lay out in a clear way what you've accomplished, not just what your responsibilities were in a particular job. Make sure you clearly show how your efforts directly benefited your employer. Potential employers will take from this and seriously consider how you could be an asset to their company.
If you're a job seeker and have any career-related questions, you can email them to Don Hunter at email@example.com. Don also encourages you to connect with him on LinkedIn.
(By guest contributor Patrick B. Whidden)
If you're in business, you're in sales. Regardless of your job title, you're in sales. And, sales is the life-blood of a company. You know that, right? A mentor used to say, "There's not much wrong with our outfit that more sales wouldn't cure."
People tend to listen or pay attention to people they like. However, people will tend to do business with people they trust. How can your company progress from likeable to trustful"
If you remember the Buying Process from my Feedstuffs column published July 14, 2014, a brief review reveals the phases, in order, are: Attention, Interest, Understanding, Desire, and Decide. Likeable could be considered as favorable Attention or Interest. There may be something about your company's image or your products' reputation that is pleasing and attracts attention or creates interest. But, keep in mind that there are subsequent phases of the Buying Process and trust can only build along the way.
Ultimately, most people decide to do business with people and companies they trust; and products they trust to be efficacious.
What is your brand? Not your logo. Brand means how the market perceives you, your company and products. What makes you distinctive? Among fictional characters, Dudley Do-Right is a distinctively good guy; and Snidely Whiplash is a distinctively bad guy. That is how people perceive them; and that is how they're known in "the market." People can easily detect the differences. So, again, what are your distinctions?
Think of this. Compared to your competitors, if you and your company have similar, undistinctive products, services and skills, why would people choose to switch to you? Maybe they wouldn't. What would compel them to buy from you? My term Brand Promises refers to the things that make you and your company different (hopefully, better); and what you can deliver flawlessly.
Everything speaks. Everything about your company "says something" to the market. Everything! The company name, its logo, its web site. The appearance of the physical assets. Telephone answering and courtesies. Appearance of the employees. Advertising and communication style. Product design, specifications and efficacy. Service processes and procedures. Invoices and statements. Correspondence. Complaint resolution. Everything!
Think it through. What touches the people in your market? What do they see and perceive?
In many of his speeches and seminars, the late Dr. Stephen Covey would ask, "Have you ever tried to talk your way out of a situation that you behaved your way into? How'd that work out for you?"
For example - and rarely considered - is promoting how you hope to be perceived. Regardless of reality. This might manifest itself by saying your products are "the finest quality" when in reality they are fundamentally no different than most competitors'. Or, promoting the "best service" when the service execution is actually no different than most competitors. Or, saying you have "integrity," when delivery failures or invoicing mistakes are routinely made. These examples demonstrate not walking the talk. Not matching the expectation. These examples do not provide a positive sort of distinctiveness. And, do little to help build trust.
Does your company's actions and does your behavior demonstrate the principles and values that you want to stand for? Remember, everything speaks. Trust builds when the general behavior matches the talk. Do yourself a great favor. Through the lens of the customer, take a critical look at your company, its products, services, processes, skills and behaviors. Make adjustments accordingly.
In the long run, effectiveness in sales has little to do with the age-old perception that an extroverted personality or clever promotions and slogans are essential. Those may be helpful; but are not essential. What is essential is the ability to understand and relate; then put it into action. May we call it The Sincerity Factor? Equally important, are other essentials like credibility and competence. Competence, of course, is knowing your stuff, proficiency, and putting it to work for the customer.
Attention and interest occur because of distinctiveness. Trust develops when people can perceive sincerity and see efficacious results.
Behave your way into building and maintaining trust. Everything speaks.
Pat Whidden has enjoyed a 40+ year career in animal related agribusiness, with experiences ranging from the dirty boots to the boardroom. He is a business advisory consultant specializing in strategy development and execution, investment capital, as well as sales and customer service coaching, seminars and corporate events. Visit Whidden on the web at Pat Whidden Consulting or contact (615) 719-2447 or firstname.lastname@example.org.
Submit Your Internship Program Information!
The Animal Science Monitor has offered to promote internships many times during the 11-year existence of our publication. And we want to do it again!
Our goal is to highlight internship programs associated with Animal Science and/or Animal Nutrition each month in the ASM. But of course, we need your help. That's why we're encouraging companies to submit information regarding their internship opportunities.
The process is simple, and the best part is that candidates can apply directly to the employer for the internships in which they're interested. When submitting your internship information, be sure to include the following information:
Once you submit your information, it will appear in a future issue of the ASM! You can email your internship program information to email@example.com.
- A brief overview of your organization
- A description of your internship opportunities
- A summary of required qualifications
- The time frame and duration of the internship
- Specific data regarding how to apply for the internship, including physical addresses, phone and fax numbers, and email addresses