The 7 biggest frustrations at work—and how to fix them

Daily Briefing

The 7 biggest frustrations at work—and how to fix them

A new survey of more than 1,500 workers by The Conference Board reveals that overall employee satisfaction in the United States is on the rise for the seventh year in a row.

To determine employee satisfaction, The Conference Board measured survey participants’ responses on 23 components that contribute to job satisfaction, including job security, wages, and commute. The survey reveals that 51% of employees in the United States are satisfied with their job, especially when it comes to their job’s relational and social aspects.

But employees still feel their employers could improve professional development opportunities at work, especially when it comes to job training programs and performance reviews. Here are Americans’ biggest frustrations at work, according to the survey:

  1. Promotion policy
  2. Bonus plan
  3. Performance review process
  4. Educational/job training programs
  5. Workload
  6. Recognitiocknowledgement
  7. Potential for future growth

Your best employees want to quit. Here’s why.

Although workers are generally satisfied at work, these frustrations–coupled with the tight labor market—may send employees packing, write Steve Odland and Rebecca Ray for CNBC. They recommend a few steps to improve professional development opportunities for their employees. Here’s how:

1: Conduct performance reviews regularly

According to a recent study by Gallup, roughly 26% of employees have performance evaluations less than once a year. And only a small segment of employees strongly agree that performance reviews are fair (29%) or accurate (26%).  Organizations should prioritize conducting routine performance reviews—about one per quarter—that include coaching conversations about current projects, performance, and career aspirations and development.

2: Offer job training programs

Employees should not only master the skills necessary for their current role, but also develop additional skills so that they can take on new assignments and stay engaged. For example, FedEx partners with higher ed institutions, including Western Governors University, to offer employees online, competency-based trainings to learn new skills.

3: Acknowledge success

Employees yearn to be recognized for a job well done. Organizations can provide employees with more recognition and acknowledgment both formally—through organizational awards and honors—and informally—during hallway conversations or meetings (Odland/Ray, CNBC, 8/31; The Conference Board survey, accessed 9/5).

Learn more: A quick way to boost employee engagement: Say ‘thank you’

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