Believing They Are Not Paid for Performance

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‘‘I have been given no incentives and no bonuses to show that I am

appreciated.’’

‘‘ABC Company needs a system to allow supervisors and managers

to give raises based on merit or pay for performance. Their ‘blanket’

2 percent and 3 percent raises are a joke and do nothing to encourage

employees to strive for better performance.’’

‘‘Bonuses are only given to whomever the manager likes.’’

Some Feel That the Wrong Kinds of Rewards Are Being Given

‘‘Bonuses should always be an option for rewarding employees instead

of certificates or plaques.’’

‘‘Forget all the cute gimmicks and ‘jean day’ and all the other childish

improvements, and make the pay adequate enough to live off of—I

have a mortgage to pay.’’

‘‘They had a company picnic for the employees and instead of giving

the employees the whole day off, we got to enjoy the horrible food

for only a half an hour, and then go back to work.’’

Slow Pay and Changing Pay Plans

‘‘There are too many changes in the compensation plans.’’

‘‘My last payroll change took six weeks. 401K deposits were inconsistent.’’

‘‘Reimbursement of tuition after four months is too long to have to

wait!!’’

‘‘Highly dissatisfied with delay tactics of HR in resolving payroll/

overtime issues. Instead of management resolving an issue, their

words and attitude were ‘if you don’t like it—get a job elsewhere.’ ’’

Feeling They Are Treated Like Children Instead of Adults

‘‘I did not appreciate having to keep tabs on every second of my

time. I felt that as mature adults, we should be responsible for our

time.’’

‘‘At the call center they make a big deal about the employees dressing

appropriately when customers don’t see even them.’’

The Company Doesn’t Care About Their Physical Surroundings

‘‘The noise level makes it very hard to do my job properly.’’

‘‘A person cannot work in a 120-degree warehouse in the summer.’’

The lack of workspace has become outrageous, to the point of employees

having to sit on the floor to do necessary paperwork because

lack of counter space. Yet requests for expansion (of existing services

space) are continually denied. This has seriously impacted everyone

and is the main cause of low morale.’’

‘‘We have beautiful signs in the front of our banking office, but the

insides of most of our buildings are dirty, outdated and run down.’’

Not Provided with the Right Tools

‘‘Computers are horrible. They are always crashing.’’

‘‘I think ABC Company’s biggest problem is skimping on equipment

and amenities for doing our work.’’

‘‘It’s like pulling teeth to get new equipment and supplies.’’

‘‘XYZ Company does not supply the necessary equipment, i.e.,

computers, adequate work space, or file storage, or reference books

needed daily to be efficient and quick in the performance of job

duties. Give people the tools necessary to efficiently do their job!

Days and weeks are wasted waiting for computer bugs to be repaired.’’

In all these ways, companies are not only missing opportunities to engage

their workers, they are also giving them cause to become disengaged.

Because these are the comments of employees who actually left their organizations,

they serve as strong evidence that disengagement leads directly

to costly turnovers.

William James once said that ‘‘the deepest craving in human nature is

the craving to be appreciated.’’ If that is so, why is there such reluctance

on the part of managers to give it?