Do You Feel Valued At Work?

A few months ago, I wondered,”Is the economy affecting employees’ sense of being valued?”
For the past two years employees have coped with a lack of raises, reduction in benefits, and increased workload. I wondered, was this having an effect?

People who don’t feel valued aren’t usually engaged or motivated, so knowing the affect of economic changes on sense of value is important information for companies struggling to stay productive.

So I conducted a survey that asked:

“Do you feel more or less valued than a year ago?”

The largest percentage (42%) of respondents said they feel less valued than they did one year ago. In contrast 31 percent reported no change and 28 percent said they feel more valued. Given the circumstances in most organizations: cutbacks, downsizing, extreme budgeting, it doesn’t seem surprising that people might feel less valued than they did a year ago.

What you might find surprising is why they feel less valued.

The most sited cause of significant change in the way they feel was not pay, benefits, or work overload. It was the behavior of the manager or supervisor (49%)!

It always seems to come down to the relationship of the individual to the manager. People can tolerate just about anything but a manager who doesn’t seem to care.

To see the results of this survey click here.

2 Responses to “Do You Feel Valued At Work?”

  1. Ben Butler June 4, 2010 12:52 pm

    Managers definitely have a lot of control over motivation, but I think recognition coming from peers can be just as influential. I think if anyone isn’t being appreciated, then it’s easy to become complacent.

    I think probably the current economical climate has to account for a lot of workplace frustration, but it doesn’t take a lot to turn it around. I recommend creating a culture of recognition based on a companies core values, where employees also have the ability to recognize each other. Why leave recognition in the hands of the managers?

  2. cventrice June 4, 2010 1:37 pm

    Hi Ben, Peer recognition of the sort that your company helps to facilitate does help, to an extent.

    My research shows that 70 percent of the most meaningful recognition comes from the managers and supervisors.

    Too often I see companies put all their focus on peer recognition and find that employee satisfaction stalls out at about 50 percent. Contrast that with organizations that truly engage the manager in the process. It isn’t uncommon for these companies to achieve 70+ percent satisfaction.

    So, while peer recognition is an important ingredient in the recognition mix, it can’t replace manager-driven.

    All the best,