It’s everybody’s interest and concern to feel of value and importance for others. None of the human beings accepts to be undervalued regardless who he/she is! Being a manager or a clerk, rich or poor doesn’t make any difference when it comes to dignity and respect. This is something which has to do with people’s nature and personal self-worth which nobody can sacrifice no matter what the reason is. People are born equal regardless of their origin, religion, colour or culture. The chemistry of having mutual respect and cooperation should always be there among all people especially those of close relation or business such as employers and employees, teachers and students and others too.
Otherwise the outcome of their relation or business will not be pleasantly acceptable; it would be compromised by frustrating harmony between both parties and partners.
Then, focus will be on serving self-interests rather than overall outcomes.
That’s why employees, for instance, should be accorded significant importance in different regards.
To name a few, when it comes to decision-making processes and training plans development, employees could be engaged and consulted sometimes.
By involving them in such high level issues, employees will feel more appreciated and their ideas are valued.
Perhaps, they will be more dedicated towards sharing their honest feedback and be more creative.
Case in a point, the annual employees’ survey which is conducted by HR department in many organisations is a very effective tool.
It marks a way of promoting transparency if it is being used resourcefully.
In fact, employees must be ensured that this survey is of value and high importance to the management and it serves to make things better.
Accordingly, employees will be more confident to share their honest feedback and comments.
However, if the survey is being circulated among employees at the end of every for the sake of just going along with the yearly routine, then it’s useless.
In fact, it becomes a waste of time and a dishonest way of deceiving employees.
Therefore, employees want to get the outcomes and results of the survey.
Not only showing the figures, but promising them that certain action will be taken to change things.
Hence, employees will get the value of their consultation and feedback which they share with the organisation’s management.
Likewise employees’ suggestions, ideas and proposals are another way of showing them how valuable they are.
The relationship between employers and employees should always be pleasant and cordial.
Employees are the ambassadors of every organisation, so they should be well-treated to reflect their loyalty to the world.
It’s not only customer satisfaction that matters, but employees’ satisfaction too.
It would always be reflected in how loyal they are to their employer and performance as well.
The more they are satisfied, the more loyal and hardworking they become.
Unfortunately, there are many organisations where employees are given a cold shoulder.
Their concerns are not being considered or even listened to.
To the extent, they regard themselves as machines which are controlled by their operators. The way they are being treated is completely unprofessional.
All what they should do is merely work and work hard.
Ironically, none of their ideas or suggestions are valuable or welcomed even.
Therefore, employees feel they are useless and unappreciated at all.
On the other hand, getting employees engaged in major business decisions or goals is always very important in any work environment.
This plays a significant role in achieving employees’ satisfaction and loyalty leading to more ensuring a better overall performance and career development.
It urges employees to be more reliable and devoted to their employer.
Likewise, it certainly increases the employees’ interest and productivity.
For that reason, the employee will improve his/her performance and strives to contribute in achieving the organisation’s mission.
Therefore, employees should not be given a cold shoulder, but they need to be included in the change management in their organisations.
Abdulaziz Al Jahdhami