{"id":225257,"date":"2023-04-04T16:00:37","date_gmt":"2023-04-04T16:00:37","guid":{"rendered":"https:\/\/www.markperlbergcpa.com\/what-atlanta-employers-should-know-about-employee-satisfaction\/"},"modified":"2023-04-04T16:00:37","modified_gmt":"2023-04-04T16:00:37","slug":"what-atlanta-employers-should-know-about-employee-satisfaction","status":"publish","type":"post","link":"https:\/\/prosperlcpa.com\/blog\/2023\/04\/what-atlanta-employers-should-know-about-employee-satisfaction\/","title":{"rendered":"What Atlanta Employers Should Know About Employee Satisfaction"},"content":{"rendered":"
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It happened: Silicon Valley Bank sold. <\/span><\/p>\n

Well, at least part of it. The bank\u2019s deposits, loans, and 17 branches \u2014 scheduled to reopen today \u2014 were snagged by First Citizens BancShares, a Raleigh-based bank. (About $90 billion of assets still remain with the Federal Deposit Insurance Corporation.) <\/span><\/p>\n

The hope is that this sale will \u201cinstill confidence in the banking system.\u201d So far, it seems to be working. But it\u2019s really too soon to tell. <\/span><\/p>\n

There are <\/span>signs I\u2019m seeing<\/u><\/span><\/a> about the economy that should cause you concern.<\/span><\/p>\n

But with the changes in the banking world and all the economic hysteria flying around, remember: <\/span><\/p>\n

A strong business is made of more than just money.<\/i> <\/span><\/p>\n

Don\u2019t fall into the panic trap and let it steal your vision for your company. There are simple yet powerful things you can do right now for your Atlanta business \u2014 despite all the uncertainty out there. <\/span><\/p>\n

If you need some inspiration, let\u2019s find a time to chat: <\/span>calendly.com\/mark-perlberg-cpa<\/a><\/strong><\/span><\/p>\n

Last week, we looked at building a referral team for your business as an indirect way to strengthen your financial framework. But here\u2019s the key to that approach: If you\u2019re going to have referrals, your employees need to be ready to handle the new business.<\/strong> Now is not<\/i> the time to be having customer service issues or worn-down employees who feel underappreciated. <\/span><\/p>\n

In other words \u2014 you need to keep your team happy. <\/span><\/p>\n

It can seem like an impossible feat, but a little goes a long way. And when you have a team that\u2019s enjoyable to be around AND gets things done\u2026 that\u2019s when the magic happens. <\/span><\/p>\n

Here are some ideas for you:<\/span><\/p>\n

<\/span>What Atlanta Employers Should Know About Employee Satisfaction<\/strong><\/span><\/span><\/p>\n

\u201cHappiness is waking up, looking at the clock and finding that you still have two hours left to sleep.\u201d – Charles Schultz<\/i><\/span><\/p>\n

The good news: Four out of five workers told a recent survey they were optimistic about their career and job prospects. <\/span><\/p>\n

The bad news: One in four also said they didn\u2019t like their jobs, almost one in three would quit without even having another gig lined up, and more than half are looking for a job now or expect to soon. <\/span><\/p>\n

Your employees? No way<\/i>, you think. But how do you know? <\/span><\/p>\n

Any way you cut it, those numbers indicate that you have a strong reason to keep your workers happy. How can you give them what they want without breaking the bank?<\/span><\/p>\n

What are they unhappy about?<\/strong><\/span><\/p>\n

This is the work world, not an unending honeymoon. And why should you<\/i> be expected to have to provide somebody happiness? <\/span><\/p>\n

You shouldn\u2019t \u2014 and let\u2019s face it, you\u2019ve never going to please everyone. But bear in mind those turnover numbers \u2014 and consider that it can cost you months, if not years<\/i>, of an employee\u2019s salary to replace them. <\/span><\/p>\n

Signs of an unhappy worker aren\u2019t too different from signs of an unhappy person in general: bad attitude, lack of engagement, and productivity fall off. There usually isn\u2019t a single reason for somebody\u2019s dissatisfaction, but some problems do crop up often in surveys: low pay (a big factor, but usually not the only one causing an employee to leave), lack of appreciation, bad leadership, no road for growth, and crummy work-life balance. <\/span><\/p>\n

Let\u2019s look at a few of those. <\/span><\/p>\n

Shifting your focus<\/strong><\/span><\/p>\n

Remote work was once a perk. Post-pandemic, it\u2019s become an expectation of many Atlanta workers \u2014 and the push-pull of many relationships between workers and bosses. One recent news story even said that many bosses just wanted people in an office because it makes them feel better. (Even if it does make you feel better, best to not mention it \u2026) <\/span><\/p>\n

You can appreciate remote work as a way to show gratitude and build loyalty. And you may already be using some of the best strategies for it, such as a partly remote work schedule and Zoom meetings. <\/span><\/p>\n

Habits die hard \u2014 but shift your focus from the hours in the office to the workloads and their results. Is a project on schedule despite<\/i> people not being on-premises on the same days? Are your people getting more done at home since they don\u2019t have to commute? <\/span><\/p>\n

Do some folks seem more productive outside traditional hours of work? Freedom to choose when to work can be a strong motivator. <\/span><\/p>\n

Recognize and reward<\/strong><\/span><\/p>\n

\u201cThrowing money at the problem\u201d is often trotted out as a pricey excuse for lazy management \u2014 almost as often as employees complain about low pay. Is your pay (and benefits package) in line with your industry and location? Check your professional networks. Have employees\u2019 responsibilities increased while pay hasn\u2019t? That can be a turnover time bomb. <\/span><\/p>\n

Raises after the annual review are fine, but smaller, frequent rewards tend to be more effective \u2014 even as frequent as every week or two. Extra paid days off can work well (don\u2019t forget their birthdays). <\/span><\/p>\n

Document the rewards (who gets what when and for doing what) and send word of it downstream to your managers and supervisors. Peers should also be allowed to nominate peers. <\/span><\/p>\n

And rewards don\u2019t always have to be material. It\u2019s amazing how far a well-timed \u201cthank you\u201d will go. <\/span><\/p>\n

Learning and advancement<\/strong><\/span><\/p>\n

A tangible career path on the job is a proven way to energize employees (at least the ones who\u2019ll appreciate the chance \u2014 coincidentally, probably the ones worth keeping in the first place) and foster longer-term loyalty. <\/span><\/p>\n

This offering can involve training, mentoring, letting them know about continuing education (and maybe chipping in for the tuition), and even just giving them more decision-making authority. <\/span><\/p>\n

Check with your senior staff. Is anyone willing to mentor a younger staffer? Train a few on some area of expertise? This is cheap, easy to set up, and solidifies loyalty and camaraderie. <\/span><\/p>\n

Listen up<\/strong><\/span><\/p>\n

Should you survey your staff to find out what they want? Might be a good idea \u2014 people will often write things down anonymously that they\u2019d never tell a boss face to face. <\/span><\/p>\n

But what do you ask? Chestnuts include asking employees if they think their work is \u201cmeaningful,\u201d if they feel respected by colleagues, and if they ever feel stressed  or challenged. Specific questions work, as well: Would you like to see \u2026?<\/i> How about parental leave? Tuition reimbursement? The chance to earn more vacation days? <\/span><\/p>\n

Try a survey every quarter and see how it goes. You may also find out if you\u2019re paying for an expensive perk that nobody ever uses. <\/span><\/p>\n

Even in our increasingly AI world, your people are your greatest resource. Invest in their well-being at work, and you\u2019ll have a team that\u2019s enjoyable to be around AND gets things done.<\/span><\/p>\n

All the best,<\/span><\/p>\n

Mark Perlberg<\/strong><\/span><\/p>\n

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