The Correlation Between Employee Satisfaction & Company Success

You probably already know this, but sometimes it is nice to have a simple reminder on why employee satisfaction really matters. A key area for any company is the level of customer service being delivered by its employees.

Generally speaking, satisfied employees make for satisfied customers. In other words, if you take care of your employees, they will take care of your customers. This seems easy right? Well many companies fail to follow this simple rule and customers do notice....sometimes in a big way. Dissatisfied employees tend to relate that dissatisfaction in some way when interacting with customers.

For an employee to do an outstanding job, they need to believe in the company and they need to feel good about the company. After all, they are the people interacting with the customers every day and you want them to represent the company in a positive, professional manner.

Little things can make a big difference for employees. A positive relationship with a supervisor, for example, can lead to positive vibes from the employee to your customers. Recognition of a job well done through viable feedback, incentives, unexpected wage increases, PTO, promotions, etc. can make all the difference in the world in your employees' morale and performance.

Remember that a satisfied employee is more willing to elevate their performance and promote the company.

What To Do When There Is Nothing Positive To Say On A Performance Review

Once in a while, you start a performance review on an employee and realize you do not have anything good to say. When this happens, be honest on the review but do not tear down the employee for their poor performance. If you do they will leave your office looking like the guy in the picture. Remember, reviews are supposed to be a time to help employees improve, not create tension or put them down.

Keep in mind that an employee with serious performance issues should already know about those issues and the review shouldn't come as a surprise. If the employee is someone that you intend to coach and help to achieve higher levels of performance, the last thing you want to do is create an overly negative review meeting. That said, don't minimize issues that need attention.

With each negative comment, you should add in how they can improve and give them specifics on how to accomplish this. That way instead of being discouraged they can focus on what they need to do to make a change.

You should also make sure to include examples with each negative rating. That way the employee knows exactly what they are doing poorly. This is a great way to show an employee who may not agree with the review precisely what is going on.

The most important thing to remember is to stay positive and offer your guidance to the employee. This can be an awkward situation for everyone involved if it is handled the wrong way. Make sure to address the review as a learning tool and together discuss ways to improve this employee’s performance.

How To Be An Effective Leader In The Workplace

Being an effective leader to your employees is not a hard task to accomplish, but isn’t necessarily meant for everybody. To help you be an effective leader, keep these few rules in mind:

#1: Lead By Example


No one wants to be lead by someone who does not follow their own advice and rules. Make sure you act and perform exactly how you would tell your employees to perform. Even little things, such as breaking your own dress code, can cause you to lose great respect in your employees' eyes.

#2: Believe In Yourself and Display Confidence


If you don’t believe in yourself, how do you expect your employee’s to believe in you? Be sure to trust your judgment and show your employees that you are confident in your decisions.


#3: Listen to Your Employees


Everyone wants to be heard, so make sure you take the time to listen to your employees. Many of them see things from a different angle than you, so listen and see what their ideas are. Many of them are well worth hearing and perhaps acting on.

#4: Communicate Clearly


It is important that you can communicate with your employees. Do not make them feel intimidated to talk with you. Make sure to clearly tell them your expectations as well.

#5: Give Credit to The Right People


Remember to always give credit where it is needed. Never take the credit for something your employee has done. Instead praise them for the outstanding job.

#6: Delegate Responsibilities


Don’t be the person who never trusts others with tasks. By doing everything yourself, you are showing your employees that you have no faith in their work.

#7: Better Yourself


Professional development is not only for your employees. Make sure to keep bettering yourself so employees will see that you are trying to improve your skills as well.

#8: Keep Your Employees Informed


Don’t keep your employees in the dark on important information. Be sure to communicate information to everyone. That way no one feels left out and or are given the impression they are unimportant.

#9: Network Yourself


It is easy to stress the importance of networking to your employees, but be sure you are keeping your own network up-to-date. Networks can also be great support systems to have on your side.

#10: Motivate Your Employees


Motivation is a great way to enhance the performance and quality of work from your employees. Be sure to offer incentives and make sure to recognize outstanding work. Recognition will increase productivity and stabilize their quality of work.

Eliminating Performance Review Obstacles - Academy of Televesion Arts & Sciences Success Story

Overcoming obstacles in the performance review process is not difficult when the appropriate tools are in place to ensure a highly effective and efficient experience for all involved. So many organizations struggle to drive performance management into their cultures that we thought we would share one of our client’s success stories with you. Our client case studies are brief, one page summaries that tell a story of success in creating a successful performance management culture.

Please enjoy the attached case study and let us know if you would like to learn more about how ReviewSNAP™ can be integrated easily and seamlessly into your performance management culture. Give us a call at 1-800-516-5849 to talk with us or to schedule a no obligation online demo of the ReviewSNAP™ system. Or go to www.reviewsnap.com and request your live demo there. Remember that we will never put pressure on you to buy anything.