How Your Business Is Sabotaging Employee Satisfaction

In the world of business, trust is king. You need to build trust with your suppliers so that they deliver the material you need. You need to build trust with your customers so they continue to buy your products. And you need to be able to trust your owners so that they take the company in the right direction.

But what about the trust between employees and management? This is usually where companies fall down. And it’s a big problem. Trust is essential for keeping the wheels greased in business. But if there is no trust between employees and management, this can lead to high turnover and lost productivity.

In this post, we’re going to look at some of the ways businesses sabotage employee satisfaction. Does the following sound anything like your business?


Constantly Tracking Internet History

Companies are right to track internet usage among their employees. Of course. They want to make sure that people aren’t doing anything that will ruin the reputation of the company or is illegal.

But there’s a thin line between doing this and turning into a sort of police state. You employees won’t always use the internet for business purposes only. Often, they’ll use it to access social media or do shopping.

It’s understandable that you don’t want them to be doing this on your dime. But coming down heavily on this type of thing is not a good idea, especially if it’s done over lunch. A better solution would be to implement software that limits the amount of time that can be spent on certain websites.



Failing To Assist Employees

A lot of employers have a laissez-faire attitude when it come to employee satisfaction. After all, they’re all adults, and they can look after themselves.

But this type of thing can really land employers in trouble. Often they don’t realise just how large work looms in the minds of their employees. And as a result, they underestimate the effect work has on their satisfaction.


Fortunately, there are some remedies. Employee assistance programmes are one. These are a good idea if you lack the HR resources to improve job satisfaction yourself.

The other thing you can do is open a dialogue between management and employees. A culture of openness means that employees can voice their concerns. That way businesses quickly find out when things are going wrong.


Banning Flexible Work

The internet has opened up a whole raft of new ways for employees to engage with companies. But all too often, companies don’t embrace the improvements that it brings to employees. Some businesses even go so far as to ban remote work and flexible working time.

People tend to have hectic schedules. So being rigid in when exactly people work is a good way to reduce employee satisfaction. Most employees agree that flexible working is something that they want. Yet only around a fifth of companies actually provide flexible working hours.

The solution? Institute a work-from-home policy. People should be able to work remotely if they’re not actually needed in the office. And start allowing people to clock in at different hours of the day.


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