Getting back to work every Monday with fresh energy. Sometimes the week begins with a major challenge such as a new job or the start of training, but most of the time the day starts at the familiar workplace. And even in that familiar workplace, it is essential for maintaining job satisfaction that what an employee does is looked at from a different angle by the employee himself. Can it be done differently? Do the routines still fit with what is required of the work environment in the current setting? And how can an employee realize new ideas and plans themselves?
Effect on absenteeism
The lack of job satisfaction greatly affects absenteeism, or at least an employee's choice to call in sick. If there is no engagement with the work and no ownership is experienced, the absence threshold is low. This also plays a role when returning to work. If an employee does not have or experience influence on the factors that affect job satisfaction, reintegration will be more difficult.
Autonomy
Research shows that appreciation, self-direction and development opportunities are the most important motivators for employees. Every person likes to experience some level of control. Influence on what the workday looks like. Tasks, planning, how to cooperate with whom and on one's own development. And the latter does not just mean training.
This requires you as a manager to know what engages your employees, where their expertise lies and what the hidden talents are.
Getting started yourself
By not letting the manager get behind the wheel himself, but by getting the manager himself to think and get to work on new ideas and plans, you as a manager create a work atmosphere where influence and commitment are experienced.
For you as a manager, this is also an opportunity. By letting employees get to work themselves, you create greater support for the new ideas and plans. Employees are then the owners of their own plan. And here lies the essence of influence for all involved to experience more job satisfaction, appreciation and autonomy.
Release
Rely on your employees' knowledge, talents and new energy to collectively increase job satisfaction. Make clear what you want to see as a result or what the objectives are and leave the process to the employees. Also provide frameworks for what is possible, but do not let this inhibit you from looking at possibilities and also encourage employees to be creative with these frameworks.
Don't wait until Monday
The week does start on Monday for many, but you can also work on job satisfaction on Thursday or any other day of the week! Changes to behavior and culture take time and do not happen by themselves. So get to work quickly to change this. Need support? If so, contact your Labor and Health Advisor.
