Secrets to a Happier Workforce
Making Work More Meaningful
Have you ever wondered why some people who seem to have it all – money, fame, power – are miserable, yet some people of simple means seem to have all the happiness in the world? The same is true of work. People whose jobs are glamorous – rock stars, athletes, high-powered business execs – can be miserable at work, while those whose jobs may appear more mundane – receptionists, sales people, medical workers – often love what they do.
According to Patrick Lencioni, author of The Three Signs of a Miserable Job, one of the main reasons for this is that people who find meaning in their work – regardless of what tasks they’re actually performing – tend to be the happiest in their jobs.
It all boils down to the fact that people need to be needed. They want to know they’re making a difference. “Everyone ultimately wants and needs to help others, and when they cannot, misery ensues,” he writes. The interesting thing is that most jobs do make a difference - it may just be that no one has ever helped employees see that their work makes a real impact.
And even though we think of happiness as a personal pursuit, it’s not actually the job of each employee to figure out how their work is meaningful. In fact, it’s one of the most critical things managers are paid to do. The good news is that doing so is not a difficult process. Lencioni says it’s as simple as answering two fundamental questions.
1) Who am I helping? To identify relevance, employers must help each worker see who their job impacts. For many people, this includes customers and clients. But in other jobs, the answer is not so clear-cut. For many jobs, the answer might include internal customers, such as co-workers or people in other departments. The answer to this question can have more than one component, and it’s not always easy to define at first glance.
In fact, the answer might even include you, the manager. “This is a hard concept to swallow,” Lencioni writes, “because it conjures up images of self-serving supervisors…so managers often downplay the very real impact that the work their employees do has on their own satisfaction and career development.” This scenario happens frequently, which is unfortunate, because the end result is often that employees feel they are taken for granted.
To keep your employees from this feeling of irrelevance, go through the process of answering this question for everyone who reports to you, because the answers will probably differ. The process may take some time at first, but it can help you more easily answer the next question.
2) How am I helping? To really help employees understand why their work is meaningful, it’s important to help them see exactly what they do that makes a difference. Again, this process is not always straightforward, and the answers will differ for each employee.
The real answer to this question goes beyond a simple list of job descriptors. It’s looking at why those functions matter to the people employees are helping. For example, car maintenance workers can do more than repair bad parts, they offer safety and peace of mind.
Some managers may reject these ideas, but taking the time to help employees understand the meaning in their work is a critical difference that sets really great places to work apart from the rest. “The difference is not the job itself. It is the managers,” Lencioni says. “Even if it sounds touchy-feely to some, it is a fundamental part of human nature.”
Take the opportunity to ask yourself if you’re answering these questions for your workforce. After all, as a manager, business owner, or company leader, who you are meant to help is each of your employees. You have the opportunity to increase the happiness of the lives of everyone who works for you by helping them understand the relevance of their work. That’s how you can make a lasting difference, starting today.
Want More?
• What Are the Three Signs of a Miserable Job?
• Understanding the Problem of Anonymity and How to Fix It
• Coming Next Month: How to Make Success Measurable
Tips for Interviewing Job Candidates
Answering the Questions No One Wants to Ask
Before an interview, what you know about job seekers is mostly what’s on paper. And that doesn’t always match up exactly with reality, which is why the interview process exists. Have you ever realized that what most job seekers know about your company before the interview is mostly what’s on paper as well? In fact, job seekers are interviewing you just as much as you’re interviewing them. They want to make sure this job will fit their skills, needs, and career goals just as much as you do. No one wants to be in a job that’s not a good fit.
So, how can you make sure that you’re using the interview process to make sure both you and the job seeker are finding a great fit? One great way is to answer the questions no one wants to ask. Not sure where to start? Check out these five questions and how to answer them even when no one asks.
1) What’s the salary? Money is a big factor to job candidates. So address up front how much the position pays. Don’t wait until you extend an offer. If a candidate has more than one position on the table, they’ll be more likely to go with a sure thing than hold out for an unknown number. Many employers stay away from discussing salary in the first interview since it can be a touchy subject, and they lose great candidates this way. If you’re looking to negotiate a salary with high-profile candidates, consider naming a range and stating that the position has room for salary advancement built in. Or, start by naming your starting point, and let the candidate take – or leave – the negotiation process from there.
2) Is this a dead-end job? The real question here is whether there’s room for advancement in a position or organization. Most job seekers won’t ask straight up if it’s a dead-end job, but some will ask you what career opportunities they might have at your company. You can answer this question best by being honest about how the process works at your organization. Some jobs don’t have career advancement built in, but many times, people change departments when they are ready for career growth. Try getting the point across by telling the story of someone’s career path within the company or within your department so job candidates know what sort of future they could have.
3) Are the people nice? The people someone will work with every day have a huge impact on their attitude, which impacts motivation and productivity. Unfortunately, most people don’t learn until after they’re on the job who they will be working with. One way to answer this question is to have a roundtable part of your interview, where you invite some members of your team to meet the candidate and ask them questions. This tactic helps job seekers get a feel for the type of people they will be working with and where they would fit in on the team.
4) What’s the real job description? Job descriptions often do a poor job describing what the actual position entails. Sometimes, they are too broad and give employees the impression they’ll be doing virtually everything, when in actuality, their turf is not that big. Other times, they are too narrow and leave out important details – like the fun parts or hidden perks of the job. So, tell employees not just what projects and tasks the job covers, but try to help them understand what the job is like day-to-day. Some employers even let job seekers shadow employees in other similar positions for an hour or day to give them a real feel for the position.
5) What are the drawbacks? Let’s face it, most jobs have elements to them that people don’t enjoy. But usually, they’re not that bad in the grand scheme of things. Answer this question by describing all the functions a job requires, including the not-so-fun parts, so that the person you hire doesn’t end up resenting you for forgetting to mention they would be responsible for the morning coffee run or speaking in front of people. When people are prepared to enter a job knowing the whole picture, they are better equipped and you’ll get a better fit.
It’s important to realize that answering tough-to-ask interview questions doesn’t mean your interview should take on a negative tone. In fact, most job seekers won’t see these topics as negative at all – it’s just tough to gather up the courage to ask. So, be proactive and answer these questions even if they’re left unsaid. While you’re at it, show your enthusiasm for adding someone new to the team with a positive attitude, and make sure to give job seekers time to ask questions of their own. You never know what they might ask, but you can be sure that the right candidate for the job will appreciate when you answer with honesty.
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Check out our online poll to see what Express job seekers and associates say their top unasked interview questions are, and feel free to share your thoughts.
HR Tip of the Month
Religious Diversity in the Workplace
In the United States, diversity in cultures and religions is increasing – especially in the workplace. A report from the Pew Forum on Religion and Public Life shows that 83% of Americans have some sort of religious affiliation, and of those, 56% say religion is an integral part of their lives. According to a 2008 survey by the Institute for Corporate Productivity (i4cp), 31% of employers reported unsolicited sharing of religious views as a problem in their workplace. But, experts say religious diversity is on the rise, so how can you make it work for you? Instead of avoiding the issue, tackle the complexity of religious diversity at the office head-on to make a faith-friendly policy a strong recruitment and retention tool.
Who values faith-friendliness?
Establishing your company as a faith-friendly workplace will help you become the employer of choice for workers from baby boomers to the next generation. According to the Executive Action report by the Conference Board, faith becomes more important to people as they age. And an AARP poll showed that 80% of baby boomers expect to still work after the age of 65. It’s important to accommodate religion at the workplace, not just because people want it – it’s the law. Similarly, younger generations want to be accepted for who they are, regardless of their religious views. Providing a faith-friendly environment will allow workers to be comfortable. By building a reputation as a faith-friendly organization, you also create a positive influence on perceptions of your corporate brand with trust and ethical behavior.
Avoid litigation by having a position on religion at work.
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating on religious grounds. Employers are finding that having policies with a proactive approach toward religious expression has been more cost effective than reactive policies when complaints arise. For companies that have failed to accommodate a worker’s beliefs, the number of workplace religious discrimination lawsuits has risen to nearly 50% in recent years, according to the Equal Employment Opportunity Commission. To avoid any confusion and eliminate gray areas, provide a clear policy on religious expression in the workplace. And state what is and isn’t appropriate.
Realize the diversity of religious holidays.
It’s important to note that religious holidays don’t just occur during December. By having a diversity calendar with religious holidays listed you’ll be prepared to adjust workloads if employees request paid time off during these times. Here are a few religious holidays to keep in mind:
- Ramadan – Muslim employees begin this religious observance at sundown Sept. 1, 2008. Ramadan is a month-long event that consists of fasting, prayers, self-observance, and acts of charity.
- Rosh Hashanah – The Jewish New Year begins at sundown Sept. 29, 2008. The event calls for employees to refrain from work, attend synagogue, eat special foods, and go through a process of self-examination.
- Yom Kippur – For Jewish employees, Yom Kippur starts at sundown Oct. 8, 2008. The Day of Atonement requires fasting and prayer.
- Diwali – In 2008, the five day Festival of Lights begins Oct. 28 for Hindu, Sikh, and Jain workers. Some employees might want a three-day weekend in order to attend the celebration.
Accommodate requests.
If an employer fails to keep up with religious accommodation requests over time, it can lead to employee dissatisfaction, discrimination charges, and negative publicity. Allowing employees to take time off, swap shifts, or reschedule training are examples of reasonable accommodations. Instead of reacting to issues when complaints arise, companies are becoming increasingly proactive in developing faith-friendly policies. The i4cp survey found that 55% of businesses provide flexible scheduling for employees to attend religious services. But, employers should have workers follow the same guidelines for all employees that wish to take paid time off.
Establish clear communication.
If an employee comes forward with a religious accommodation request, set up periodic check ins about upcoming religious events with the employee to avoid surprises. Regular meetings can provide an opportunity for employers to ask workers what kind of accommodations they expect in the next quarter.
By having a clear stance on religion in the workplace, you can defuse any potential tension. For help creating a policy addressing religious diversity at the workplace, contact your local Express office to subscribe to our HR Hotline. A faith-friendly policy promotes trust and ethical behavior, helping establish you as an emloyer of choice for top talent.
Exchange is a publication of Express Services, Inc., Oklahoma City, Oklahoma. Copyright 2008.