Preventing Job Dissatisfaction in the Workplace

 

JAHMAI O. GRANDE

ABSTRACT

The employee behavior literature is very much dominated by studies on “good” or “positive” behaviors, but relatively little has been researched on the negative attitudes and behaviors of people within the workplace, in particular, job dissatisfaction and counterproductive work behavior.

The objective of this paper is intended to enumerate the influence on job dissatisfaction among staff as well as its causes and vital components as shown in the relevant literature. This paper also provides several potential schemes in preventing job dissatisfaction and keeping the employee productive and efficient.

Thus, this paper has conversed significant factors in enlightening the incidence of job dissatisfaction and discusses potential schemes to manage these concerns.

KEYWORDS: Job Dissatisfaction, Enthusiasm, Procrastination, Tardiness, Performance, Motivation, Employee Turnover, Management Limitation, Employee Engagement.

INTRODUCTION

Job dissatisfaction is usually, but not necessarily an undesirable phenomenon for organizations (Zhou and George, 2001). Although researchers have linked job dissatisfaction to many negative outcomes in the workplace, such as employee turnover (e.g., Hom et al., 1992), it has been demonstrated that job dissatisfaction is related to some positive outcomes, such as employee creativity (e.g., Zhou and George, 2001). Recently, the economic crisis led to growing stress and severe mental health problems in the workplace, which would exacerbate employees’ job dissatisfaction (Mucci et al., 2016). Not surprisingly, given its importance and prevalence in organizations, identifying the antecedents of job dissatisfaction has attracted great interest from researchers (e.g., Amundsen and Martinsen, 2014; Arenas et al., 2015). Some scholars have focused their attention on the dynamic role of supervisors in decreasing employees’ job dissatisfaction. Some studies focused mainly on the role of positive leadership (e.g., empowering leadership, Amundsen and Martinsen, 2014; transformational leadership, Top et al., 2015).

In the context of job dissatisfaction, abusive supervision may have the potential to escalate into more dangerous, destructive leadership (Avey et al., 2015), which in turn may make job dissatisfaction more serious. Indeed, as a typical manifestation of destructive leadership at work, abusive supervision seems to have natural links with employees’ job dissatisfaction (e.g., Breaux et al., 2008; Hobman et al., 2009; Bowling and Michel, 2011; Haggard et al., 2011; Kernan et al., 2011; Lin et al., 2013; Martinko et al., 2013). Although abusive supervision has been conceptually linked to job dissatisfaction (Tepper, 2000; Tepper et al., 2004), the empirical evidence is rare.

Job dissatisfaction is a common manifestation of employees’ attitudes in the workplace (Zhou and George, 2001). Job dissatisfaction is when employees’ expectations for their job are not met. This leaves them with negative perception and lack of motivation and commitment to their work and the organization. This, in turn, affects the performance of the organization and ultimately, its bottom line. Discontent can arise from many factors, including a negative work environment, poor management, lack of recognition, and low wages. (https://www.aihr.com/blog/job-dissatisfaction/)

Job dissatisfaction is when an employee does not feel content in their job. This can be due to various professional and personal reasons such as lack of advancement, poor management, limited work-life balance, and more. (https://www.bamboohr.com/resources/hr-glossary/job-dissatisfaction, 2022).

When job stress becomes increasingly difficult to control, it often leads to job dissatisfaction. The most commonly used definition of job dissatisfaction is given by Locke (1975) who defined it as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. This definition implies that not only do we evaluate satisfaction as an emotional state but that we think about those aspects of the job that make us satisfied and dissatisfied.

Work takes up a significant percentage of one’s life, and people have expectations of what their job should be like. When these expectations are not met, it brings feelings of disappointment, bitterness, and lack of interest, leading to job dissatisfaction. There are many behaviors that employees can display when they are dissatisfied with their jobs.

TYPICAL INDICATORS OF JOB DISSATISFACTION

Lack of interest and enthusiasm – People will seem disinterested in their jobs and not put much energy into completing their tasks. You may notice that they are easily distracted by their phones, chatting with coworkers, wandering from their workspace, or even daydreaming. Texting friends, browsing through social media, or simply staring at the ceiling can illustrate a lack of interest in one’s work. They may also spend extra time attending to personal business while at work or express a sense of boredom with their duties. One of the early signs of job dissatisfaction, disinterest progressively grows worse over time and can impact work performance.

Procrastination – Employees who avoid their work may be silently wishing it would just go away. Someone who is dissatisfied with their job may wait until the last minute to complete tasks and then make excuses for why they didn’t do it earlier. When someone invests minimal time into preparing for and carrying out their work, the results will likely be mediocre.

Tardiness and absenteeism – People who aren’t satisfied with their jobs aren’t motivated to carry out their responsibilities. You might notice that an employee has irregular arrivals and departures from work or often calls in sick. Instead of being at work and on time, a dissatisfied employee may wish to stay home and escape what they don’t enjoy. All of this translates into increased absenteeism rates.

Declining performance – When employees aren’t devoted to their jobs, they are bound to put in less effort, resulting in less output. Without investing their full knowledge and abilities into their work, it can take them an hour to do what they used to do in 30 minutes. Instead of putting their best foot forward, they may take on a nonchalant attitude and do only the bare minimum.

Stress and negativity – Every job will have tense moments, but dissatisfied employees are likely to be stressed out on a regular basis. Those with low contentment will feel negative about their jobs and the workplace and become irritable. They may complain more often about projects, managers, clients, or coworkers.

Signs of Job Dissatisfaction

We talked about what happens when an employee is dissatisfied. Here are some additional signs to look out for.

Slack

An employee who is not satisfied at work will start slacking on their performance. They may show up to work late, miss deadlines, make simple errors and fail to communicate. They may break rules or spend little time actually working. This is the point when the employee does not care about the future of his or her job. Let’s take care of our employees before they get to that point!

Lack of Engagement

If an individual who is normally engaged and talkative in meetings is suddenly withdrawn and distracted, you could have a dissatisfied employee. Perhaps they stop attending company events and activities. They may stop speaking up about things that are important to them or volunteering for opportunities they would normally jump on. This is where it’s important to know your employees. Look out for changes in behavior and be empathetic to what an employee might have going on.

Job Searching

When an employee is dissatisfied, they will most likely not want to stay in their current work environment. They will begin to look for other employment. If an employee is suddenly missing work for many appointments, they could be interviewing for a new job. They may be curious about other companies and other opportunities. They may put some feelers out to see what their potential for growth is at your company.

COMMON CAUSES OF JOB DISSATISFACTION AND WAYS TO ADDRESS THEM

The reasons for job dissatisfaction are numerous. Nonetheless, if you confront potential sources with corrective action, you can work toward preventing the problem altogether. Being alert to and seeking remedies for the following job dissatisfaction factors will help your organization build a satisfying work environment.

Lack of appreciation - All human beings have an inherent longing to feel appreciated in both our personal and professional lives. Feeling valued at work goes beyond just recognition for performance. People want to believe they have worth as employees and colleagues because they are esteemed for who they are as a person. Without knowing their presence matters, they can lose their sense of purpose within the organization and become dissatisfied with their job. A Glassdoor survey showed that 53% of employees believe that receiving more appreciation from their boss would make them stay longer with their employer

Here are some ideas for creating a culture of appreciation in your workplace: First, encourage managers to express a friendly and attentive interest toward their staff and be willing to genuinely listen. Routinely checking in with them lets them know they are noticed. Managers should show appreciation for employees with in-the-moment verbal praise to honor each person’s skills, ideas, and opinions and root out favoritism. Second, implement an employee appreciation program or re-evaluate your existing one. Include methods for peers to nominate and highlight each other. Periodic rewards, such as free lunches, workplace events, or group outings, will acknowledge employees and promote camaraderie.

Being or feeling underpaid - While pay rate alone doesn’t guarantee contentment, believing you are underpaid can contribute to job dissatisfaction. If an employee thinks their compensation doesn’t match their work performance, they will feel undervalued. They may also blame their job for any financial difficulties they’re facing. A new opportunity with higher pay can easily entice someone to leave their current job.

Does your organization offer competitive salaries that are at least at the market rate? If not, it’s time to propose a new pay structure and consider salary increases. Devise a payroll and compensation strategy that offers performance bonuses and promotions to support employees’ career trajectories.

If your organization is not in a position to raise wages, you could look for creative ways to reward employees, such as: Bonuses tied to targets and profitability, Employee discounts for your product or service, Flexible work days/hours, longer lunch breaks and Extra vacation day

Inadequate management - The relationship employees have with management is a significant contributor to how they feel about their jobs. When employees don’t like how they’re being supervised or don’t trust their managers, their loyalty starts to unravel. Then they are less likely to be satisfied in their roles and can even become dissident. Managers who have poor leadership skills can harm the success of your business. People want to be led with straightforward instructions. Uncertainty and lack of direction are often sources of frustration in the workplace. Conversely, employees who are inspired by their leaders will be more invested in their work.

Supporting managers’ development should be a high priority for every organization. Be sure to have policies in place and training for your managers that include an emphasis on these areas: Setting clear short and long-term goals with instructions for meeting expectations, Practicing and promoting open, inclusive communication and being transparent with information, Championing professional growth of employees, Providing consistent individual feedback that emphasizes positive attributes and coaches problem areas, Offering autonomy and trusting employees while refraining from micromanagement and Limited career growth prospects

The hope of career advancement lies within most people’s work aspirations. Interest in a current job will increase when it offers some potential to look forward to. On the other hand, when employees see their growth opportunities stall or vanish, it can foster job dissatisfaction. Feeling stagnant can send workers right out the door to better prospects.

HOW DO YOU OVERCOME JOB DISSATISFACTION?

Overcoming job dissatisfaction requires tapping into employee issues and enhancing their experience. There are a number of ways your team can boost employee experience:

Provide recognition: Celebrate milestones and praise employees for their hard work during company meetings. Consider incorporating a reward system where workers receive some sort of compensation (money, more paid time off, team outings, etc.).

Are you paying your employees well? Great. But do you have a payroll and compensation strategy that keeps your employees productive and satisfied? Consider an employee’s career trajectory and tie that into compensation to boost motivation, morale, and productivity.

Provide training and mentoring: Nine in ten workers who have mentors say they are happy with their jobs. Mentoring can provide an opportunity for employees to train well in their roles, be given candid yet caring feedback, and be offered tips on climbing the ladder.

Hourly workers have an annual turnover rate of 49 percent. By providing accurate compensation and efficient communication, you can effectively meet the unique needs hourly employees require.

Listening and responding: We mentioned earlier that the most constructive response an employee can take to job dissatisfaction is to be vocal and bring up their concerns to management. Accordingly, managers can respond positively to that feedback. It will help if the employee feels heard and if management takes steps to address the needs that aren’t being met.

Employees feel empowered when their employer demonstrates a nurturing environment for career growth and success. Managers should set aside time with their staff specifically for getting to know what each person envisions for their career. They should also help map out a plan for attaining their goals. Within your organization, you can reinforce career development by providing the following types of opportunities: Internal mobility, Training and development offerings, supporting side projects, Promoting from within, Mentoring programs and Lack of training and development options.

Many people purposely seek employment with a company that is willing to invest in the learning and development of its employees. Helping staff grow can motivate them to do better in their jobs and be more devoted to the organization. In addition, feeling encouraged and set up for career advancement can help employees feel more satisfied with their current role.

Successful companies understand the value of a training and development plan, so they allocate the required resources. For example, you may see the need for more training at your organization, but a generous budget isn’t feasible. In that case, there are methods for developing employees that don’t require substantial funds, such as:

Online learning: Training sessions and webinars are available for a vast number of topics and allow people the flexibility of working at their own pace during the most suitable time for them.

Peer-to-peer learning: This option allows employees to learn skills from their peers with direct and personal support during in-person, phone, or online sessions.

Cross-training: Employees can be exposed to different roles and learn new techniques as they learn how to perform their colleagues’ tasks.

Job shadowing: This opportunity allows people to explore a particular job that they are interested in by following and observing someone already in the role as they go about their duties.

Performance coaching: This on-the-job collaboration between employees and their managers or among employees promotes learning and improving skills while discussing the interactions that occur within the scope of their job.

Workplace relationships - The correlation between work relationships and employee satisfaction cannot be overstated. Even if the job itself isn’t ideal, a tight-knit team can make people happy to come to work. On the other hand, a toxic workplace can ruin an otherwise fulfilling job. Coworkers don’t have to be best friends, but they should at least be relaxed and comfortable with each other.

Take a close look at your workplace culture to identify potential improvements, especially if employees are making complaints. For example, do managers address tensions between staff members? Does an employee’s rude or bullying behavior toward others need to be confronted?

Teambuilding activities or scheduling time to play games and just hang out can encourage employees to bond, find commonalities, and form trustworthy, positive relationships. Finding ways for employees to connect as people will liven up the environment, promote teamwork, and contribute to your employees’ overall job satisfaction.

Work-life balance - Full-time workers spend most of their day at work, but everyone needs time to focus on their family, friends, hobbies, and other responsibilities. Employees can feel overwhelmed if there isn’t a clear-cut distinction between their work and personal lives. If your organization doesn’t recognize how important it is for employees to maintain a healthy work-life balance, you’ll be dealing with burnout and low job dissatisfaction.

Showing people that the business cares enough to prioritize their well-being goes a long way in preventing employee job dissatisfaction. Try these ideas that can better accommodate your staff’s lives outside of work: Limit overtime expectations, Ask for volunteers before allocating travel, holiday work, and special assignments, Provide consistency with fixed scheduling for hourly workers, Offer people choices with flexible hours and remote work options, Encourage everyone to take advantage of their paid time off benefits, and Job isn’t interesting or meaningful.

People seek employment that is inspiring and fulfilling. They can easily lose interest in a job they believe isn’t challenging enough or doesn’t make a significant contribution.

Tedious tasks are often job dissatisfaction factors. When technology can help streamline or modernize record-keeping and other processes, it reduces the time employees must devote to dull job duties. This leaves more room for the work employees find worthwhile.

Revamping certain positions is another remedy. When you employ job design strategies like job enrichment and job rotation and utilize the job characteristics model, it is possible to create innovative roles that both support business goals and satisfy employees.

A sense of pride is instilled when employees believe they are personally responsible for contributing to the organization in a meaningful way.

HOW DO I ADDRESS JOB DISSATISFACTION IN THE WORKPLACE?

Job dissatisfaction is a hard issue to navigate and one that requires patience, caution, humility and empathy. Remember that even though it may seem like just one disgruntled employee, that employee could be the future success of your company.

TRANSPARENCY

One characteristic of a great company culture is transparency. Companies that are open and honest about their decisions, policy changes, layoffs and metrics have employees who trust the company and trust their leaders. Employees won’t have to question their job security and will ask for clarification about policies they may not fully understand.

Open Door Policy

An open door policy is so important for a healthy company culture. Employees want to have a voice and they want to feel that their voice will be heard. Always be compassionate and empathetic when an employee explains a concern, even if it’s something you don’t agree with. Try to put yourself in the shoes of the individual. Although you may not be able to change the circumstances of a situation, you can help an employee feel that they are valued. Offer to help them in any way that you can. Try for compromises and solutions and give them the benefit of the doubt.

THIRD PARTY

When problems arise with an employee that you cannot solve, consider asking for the help of a third party. The HR department can often act as this third party. If necessary, companies can enlist the help of an arbitrator outside of the company to come in and help resolve an issue. Learn to identify when the situation needs another perspective.

OFFER OPPORTUNITIES FOR GROWTH

Give your employees answers to their many questions about their future. Discuss their personal goals with them and tell them about the opportunities you see for them in the future. Take chances to compliment them on their achievements and give feedback as often as you can. Allow them to learn from each other and work in other departments when possible. Provide learning initiatives to read books and take classes. Show your employees that you care about them even if they decide to leave the company.

CONCLUDING THOUGHTS

Employers don’t always get it right, and job dissatisfaction is a common workplace problem. However, once you take the initiative to determine what causes job dissatisfaction at your organization, you can prepare and implement strategies to overcome it. Don’t forget to always gather your employees’ feedback to make sure you’re using the right methods to combat job dissatisfaction.

Striving for a fully engaged and satisfied workforce is the best way HR leaders can support business success.

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