Due to the recent recession many organisations have had to go through phases of restructuring in order to remain afloat. Those left behind following job cuts can feel traumatised and betrayed, ‘I thought that as long as I did my job well, I was secure!’ Having seen what has happened to their colleagues, they often feel that this psychological contract has been broken. This can and does have a huge effect on employee’s loyalty towards their organisation. As long as the job market remains in the doldrums they will stay put, but will not think twice about jumping ship at the earliest opportunity.
Such an atmosphere is unlikely to result in a productive and motivated workforce, and is a risk to organisations who neglect their staff.
So what is an organisation to do if it wants to hold onto its best people when things get better?
Well apart from the suggestions raised in the link above, one important thing an organisation can do is to continually invest in its employees. This can take the form of;
- Giving them opportunities to develop their skills
- Providing careers guidance and advice.
This can re-cultivate both employees loyalty to the organisation and their motivation by helping them to develop a clearer direction within their career, and a sense that they are valued by their organisation.
In future posts I will further explore questions surrounding how best organisations can engage their employees.
