Your Words Are Impacting Employee Satisfaction

Employee Satisfaction is Tied Closely to Your Communication

employee satisfaction“Making poor choices in how words are used, especially coming from company leaders, can affect employee morale, productivity and health,” says Sharon Franz Morford, Senior Consultant for PI Consulting Group, Inc., responding to an article featured in Entrepreneur. The article discusses the link between employee satisfaction and the words their employers use.

Research shows that employee satisfaction is critically tied to the ways that their managers interact with them. Here are a few ways that you can use communication opportunities to build employee satisfaction:

Be engaged in the conversation.  Don’t email or text while your employee is talking to you, but don’t allow emotions to take over the conversation, either. If what your employee is expressing is troubling in some way, suggest that you schedule a follow-up discussion. Take time to digest the information, whether it’s a complaint against you or a difficulty with another team member, so that you can create a few suggestions after you’ve carefully considered the situation.

Let some things go. Anytime there is a team of people working together, there are going to be mistakes made. Don’t address every particular instance where an employee has a misstep. Instead, look for patterns or repeat offenses that need to be addressed. Otherwise, your employees will start avoiding conversations with you, because all they can expect from an interaction is criticism.

When you do address something, focus on the positive. There are times you are going to have to address a mistake, but don’t make it a negative experience overall. Take a minute to encourage your employee about all the things they are doing right and reassure them of the value they add to the company. Close the conversation with an effort to connect with them personally.

Morford points out that not only does positive language bring out the best in your employees, but it also improves your employee engagement and reduces turnover. A 2013 survey of 75 members who are a part of the Stanford Graduate School of Business Advisory council said self-awareness is the most important competency for people to develop. In addition, Gallup research shows that you, as the manager, are the primary person responsible for employee engagement and that you’re the reason why employees stay or choose to leave.

If that feels like a lot of pressure, don’t panic. Morford and her team at PI Consulting group provide an indispensable talent management tool in the PI System, a behavioral assessment that helps ensure that you’ve got the right people on your team. And they don’t stop there. The experts at PI Consulting Group also train your company leaders to use language with employees that is positive and appropriate. Call us today to learn more.