Why Should Employers and Managers Care about Employee Attitudes?

Most of us have heard the saying, “Attitude, even more than aptitude, determines altitude.” 

In other words, regardless of the timeline between hiring and advancing-our-career paths, I believe that attitude is the critical factor in reaching career or business goals. Ultimately, attitude sets the tone for creating those first impressions and enjoying successful jobs and careers. 

A perfect example: If an employee possesses a high degree of knowledge and skills, but also has a poor or negative attitude that affects the work environment or inhibits production, unfortunately those undesirable effects can cancel out the advantages that he or she brings to the table. Consequently, all those skills and that knowledge can be essentially wasted. 

Good employee relations practices influence employee attitudes.

That said, employers can also convey certain attitudes of their own and develop ways that, in turn, help bring out the best in their employees. These practices form the basis for good employee relations. 

Therefore, for the sake of a healthy workplace, it is important and imperative that employers and business leaders regularly ‘take the temperature’ of the work environment. Employers and managers should do this by physically going out to the production floor, to the store or to the office—wherever that might be. Then the employer can take action based on the ‘temperature’ reflected in the environment. Again, employers play a major role in affecting employee attitudes by ensuring that the basics of good employee relations are practiced. 

Business leaders can affect employee attitude and employee morale in numerous ways. Here are some additional pointers for carrying out good employee relations practices to help improve attitudes in the workplace: 

1. Make sure you treat employees fairly and consistently. When employees sense or see that they are not being treated fairly, the organizational environment can suffer. Typical employee responses might be work slowdowns or a negative work environment caused by discontent.
2. Be sensitive to how employees might perceive it when management takes something away, such as when benefits or pay are reduced. It is important that management is trained to understand how employees tend to receive such information, and managers need to know how to adequately prepare for their reactions.
3. Figure out ways during times of great uncertainties to help soften the blow—such as this recent economic downturn when employees are seeing rounds of layoffs and cutbacks. Understandably, there is just so much that management can say or do to communicate bad news in a positive way. An example might be that employers can refer affected employees to an outplacement service. Or, they might follow a policy of recalling laid-off employees when business improves.  The important thing to remember is to consider employees’ feelings and anticipate how they will receive news of this kind.
4. Develop ways to recognize and show appreciation for work well done or for deadlines that are met. Celebrations can be put together very inexpensively. We are not even talking about divvying out huge bonuses. I’ve seen celebrations which, at minimal expense, can recognize those employees who meet certain goals, such as those for safety or sales. Employers can make arrangements to reward employees with paid time off, perhaps even an hour. Or, employers could host an ice cream social, for no reason at all, and these types of events can do a lot to raise employees’ spirits. 

Again, this is the bottom line for ensuring that your employee relations initiatives are successful: Make sure that all employees are treated fairly, and that all are included in whatever events or activities that take place. 

In my next HRTools.com Insight, I will discuss the importance of staying on top of certain employee relations issues that can affect the workplace attitude. 

I believe that attitude is the critical factor in reaching career or business goals.