Even in the current job market, hiring employees is a challenging process from the short-listing of candidates to the training of new hires for their jobs. The organisation invests its resources, such as time, effort and money, to find the right people for the right jobs at the right time!
As such, employee retention is of crucial importance to employers considering the resources invested in the process from hiring to training, not to mention the possibility that the employee will apply his knowledge and skills for the competitors’ benefits. Of course, employees also benefit from their employers’ retention program because of the salary, bonuses and benefits, and career advancement opportunities.
But what happens when you feel undervalued as an employee? Will you continue with your employment especially with the scarcity of jobs in many sectors or will you stay in your job whilst looking for ways to feel more valued?
Both Sides to Blame
In case of employees feeling undervalued by their employers, both sides – the employee and the managers – share the blame for the experience. As an employee, you can easily lay the blame on your managers’ failure to provide the appropriate incentives, including monetary rewards and non-monetary recognition, for your greater productivity. You can blame others for your feelings of being undervalued.
As a manager, you can also easily lay the blame on your subordinates. You pay them to do what they have to do, after all, so they must work regardless of the environment. Get yourself in your managers’ shoes and you will probably be thinking along the same lines.
Signs to Look For
There’s also the consideration that you may not actually be undervalued (i.e., perception against fact). To clear up the confusion, you should pay closer attention to the following signs that increase the likelihood that you are, indeed, undervalued by your employers and managers.
• You are kept out of the loop especially when it comes to the bigger picture (i.e., the relevance of your tasks to the organisation).
• You are relegated to routine tasks below your knowledge, skills and capability for professional growth.
• Your good work remains unappreciated even when your co-workers garner praise for apparently mediocre results – or even for good results while still skipping your table, so to speak.
• Your opinions and ideas are unwelcome, much less solicited for, by your managers and employers.
• Your career advancement opportunities have apparently dried up so much so that you are being bypassed by others on the hierarchy.
You should be able to feel it in your gut when you are, indeed, undervalued.
Steps to Take
• But don’t make hasty decisions either. You must carefully consider your next moves by keeping these tips in mind:
• Give your managers the chance to discuss the issues and solve the problems since there may be ways to stay in the company.
• Weigh the pros and cons of leaving your job.
• Honour your existing commitments regardless if these are in a contract or not but avoid taking on more projects.
• Talk to your mentors in and out of your office.
• Find ways to exit your job with dignity but avoid burning bridges with your managers and colleagues.
Your final decision should, indeed, be yours to make and take.
At Morgan Hunt, their highly specialist teams maintain in-depth knowledge of their sectors. They work closely with both clients and candidates to offer a consultative approach in order to expertly match candidates across a broad range of disciplines with their ideal job.
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