When an employee starts to stress about their job security, they can become complacent and less productive. They tend to feel like there’s an axe hanging on top of their heads. Workers then start to stress, act cautiously, make mistakes, or become resentful of superiors and/or motivated to leave. In many cases, job insecurity happens because of the employer. In other cases, a struggling economy (or pandemic) can cause workers to fear for their futures.
When an employee has a feeling that they might not be with the company much longer, they tend to not put in as much effort. But, also tend to stop reporting problems they see or might even try sabotaging you. There are some nervous employees who will try to increase their productivity by working more hours. However, they start to suffer from health problems, and their quality of work starts decreasing as they start burning out. AND, employee burnout is no joke!
How can you manage to let your employees know their jobs are secure? While making sure all your employees are working efficiently enough to excel. Following these tips can help you keep your employees motivated without making them feel threatened.
- Ask for input
As employees grow within their careers/ roles they become experts and learn how their role can contribute to the company. They tend to make tweaks to their role based on the skills they’ve developed and what they’ve learned. However, if it’s a new role, as an employer you might not completely understand what the job will require until the employee has had 90 days or so to settle in. Ask your employee how they think their jobs fit into the overall direction of the company/ department. Ask them if they have the resources, tool and support they need. This will enable them to know that they’re ultimately responsible for their success, career advancement and job security.
- Don’t stop sharing feedback
You shouldn’t wait until an annual review to share feedback. You could be dropping a bombshell on an employee that didn’t perform to your expectations. If they were given feedback sooner, they would have been able to alter their performance accordingly. That way during an annual review you’d be able praise their quick adaptability to feedback, etc.
A lack of communication about job performance can lead to an employee feeling undervalued. Make sure your managers/ department heads are providing feedback to their employees regularly. Make sure they’re giving detailed feedback with instructions, when feedback is not-so-positive. Giving detailed feedback with instructions for performance improvement, will display your interest in keeping the employee on board.
- Make a clear plan for career success
No one, and I mean no one wants a dead-end job with no change for growth, advancement or expansion. If you don’t have a success plan for your department, make one! Make sure to examine how each position fits into that plan. Take into account each employee you have, and ask yourself how you see them advancing – one, three, or even fives years down the road. Dive into potential scenarios for replacing people who leave. Look at replacing that person with someone within the department or company – consider training staff in advance. Make sure all employees understand what their potential is, and what skills they need to develop in order to advance within the company.
- Become the rumor police
Make sure to address any rumors about potential cutbacks, budget reductions and other talk of issues that can lead to paranoia around job security. You might believe letting these rumors linger will motivate employees to work harder. However, it can really backfire by destroying employee morale, and increasing staff turnover. Recruiting is expensive! And, it’s very traumatic for an employee to feel like an axe is hanging over their heads.
Take advantage of LEON for boosting employee morale. Your high staff turnover rates will become a distant memory.