Employee Satisfaction
- Excerpt from The Wisdom of the Flying Pig -
Each of us has a profound need to be unique and an equally profound need for a union with something greater than ourselves.
Sometimes managers think employee satisfaction is mostly about money or prestige. And without a doubt, money and prestige play a role. But as Tom Morris said in his stunning book True Success,
The desire to have, to acquire and possess, is in principle insatiable, and rarely generates the sense of fulfillment and happiness it promises. By contrast, only the desire to do, to produce, to contribute, or to give can reliably, when acted on, yield the true sense of satisfaction we all deeply need.
When you offer employees a way to make a unique contribution to a team pursuing a worthy goal, their needs to be unique and in union are both served.
"Mobilize your people around a common goal. Help them to feel part of something genuine, special and important, and you'll inspire real passion and loyalty." - Michael Dell, Direct from Dell
I've often thought that one of the most important roles of the manager is to provide context. Managers have a responsibility to help employees make sense of an increasingly complex, often confusing, and startlingly fast-changing world. As a manager you have a responsibility to help your people understand their place in this world, how they fit in, and how they contribute. You have the unique opportunity to help your people connect their efforts to the objectives of the department, the company, and the clients you serve.
Providing context communicates respect. It makes people feel good about how they spend most of their waking hours. Providing context makes it clear that your people are doing something important–for the company and the clients, and also for themselves.
More posts about: Tom Morris, True Success, Michael Dell, Direct from Dell
