Depression & Dissatisfaction

After reading JC’s blog post Are you Lucky to Have a Job or Is The Job Lucky to Have You? at The Compensation Conundrum, I found myself wanting to wade in.  

To JC’s point, each person does bring a unique view and skill set to both the position and the organization enabling the organization to succeed.  Laud their uniqueness with each of them.  

For many, the reward pool will be smaller this year and in some cases there may be a freeze, a furlough or a reduction in pay.  This does not mean the efforts of the people should go unheralded and that we should forget to communicate with them.  It is as important as ever to tell people how valued they are and to tell them how much the company appreciates all the work they do to contribute to its success.  Honestly, where would the company be without its people?  Don’t let them think they are lucky to have a job, reinforce just how lucky the job is to have them.   

It’s OK to be the proverbial company cheerleader.  If you hear people starting down that treacherous path or slippery slope or hear rumors of people thinking any of these thoughts “I am lucky to have a job”, “wages and/or market rates are depressed” or “my employer undervalues me”, jump in, openly and positively reinforce how appreciated they are.  

Be aware that each person is special, valued and valuable.  Reinforce the company’s appreciation of everyone and note those taking on additional responsibilities.  By increasing their skill/experience toolkit, even if it wasn’t by choice, these people impact both their future and the future of their employer.  It will be noticed and (eventually) rewarded.  

Generate positive attitudes by communicating repeatedly the achievements, discoveries and possibilities. Our subconscious accepts what it is fed.   

Now, pay it forward.  Find someone and reward their day. It’s contagious.  

 

Terri Albee, CCP, is managing partner of HR Ops Team LLC, which provides scalable and affordable human resources services, ensuring human resources structures are in legal compliance, streamlined for funding or exit events, or just optimized for day-to-day operations.  Terri has planned and managed HR operations in a variety of industry verticals from start-up organizations to the Fortune 500, domestically and globally.  Her experience encompasses design, implementation, compliance and management of compensation, benefit and equity plans at all levels.

Comments

[Ann Bares]

Great post, Terri. I love your line "Don’t let them think they are lucky to have a job, reinforce just how lucky the job is to have them!"

[Terri Albee]

Thanks Ann. I think we sometimes forget that employed people have similar feelings to the unemployed as far as depression and dissatisfaction. We need to be there for both groups of these people reinforcing the positive. In this case, the job is lucky to have them!

[working girl]

Nicely put.

[Terri Albee]

Thank you and of course a hat tip to JC Kovac @ The Compensation Conundrum.