Updated Mobile Apps Now Available for iOS and Android

Updated Mobile Apps Now Available for iOS and AndroidUpdated Mobile Apps Now Available for iOS and AndroidWe are very pleased to announce the launch of the newly designed Simply Hired mobile job search app, now available in the Apple App Store and Google Play. This app allows you to do more on your handy when job searching on-the-go.Using these apps, you canSearch for jobsSave jobs that you are interested inApply for jobs directly from your phone using a saved resumeEmail a job to yourself or to a contact you think may be interested in the positionCreate email alerts to receive exactly the jobs you want, right in your inboxYour Simply Hired profile syncs across devices, which means that you can save a job to your account on your smartphone and then access that same job when you are on your desktop computer.We hope that you enjoy the new and improved features that weve built into our apps and we wish you happy mobile job hunting in 2014Look for Job Search Simply Hired in the App Stor e or Google Play.For Android devices.For Apple devices.

Improve Workplace Satisfaction for Employees

Improve Workplace Satisfaction for EmployeesImprove Workplace Satisfaction for EmployeesBefore you can improve employee satisfaction and employee engagement, you need to know what to improve. The annual Society for Human Resource Management (SHRM) 2017 Employee Job Satisfaction and Engagement Survey identifies the factors that are important in employee job satisfaction and employee engagement as perceived by employees. The surveys purpose is to assist employers to develop the right programs and practices when they seek to have an impact on these two factors that are critical to employee morale and motivation. Understanding employee preferences provide guidance for the knowledgeable allocation of resources. Otherwise, employers can spend thousands of dollars on programs and practices that their employees actually dont want. And, heres a secret you need to know aside from these official survey results which provide guidance. You will learn the most about what will engage and satisfy yo ur employees by asking them what they want the most. Then, as you can, reasonably accommodate and provide what they are seeking. Your workplace will flourish when employees meet their needs. The Employee Satisfaction Survey The survey explored 44 aspects of employee job satisfaction, divided into four topic areas- career development, relationships with management, compensation and benefits, work environment, engagement opinions, engagement behaviors, and conditions for engagement.. Added in 2011, the survey also explored employee engagement. Satisfaction Survey Results According to this study, 89 percent of U.S. employees report that they are overall satisfied with their current job. This is the highest level of satisfaction reported in the past 11 years.The U.S. has a problem with employee engagement.U.S. employees reported that they were moderately engaged averaging 3.9 on a 5 point scale where 5 is highly engaged and 1 is unengaged. In addition, findings by the Gallup org anization about disengaged employees were highlighted in the Wall Street Journal.Gallup found 19 percent of 1,000 people who were interviewed felt actively disengaged at work. These workers complain that they dont have the tools they need to do their jobs. They dont know what is expected of them. Their bosses dont listen to them. Top Contributors to Employee Job Satisfaction Employees identified these factors as their top 10 most important contributors to their job satisfaction. Respectful treatment of employees ranked first (65 percent) on the list of job satisfaction aspects that contribute to overall employee satisfaction.Combined compensation, benefits, and pay ranked second (61 percent).Job security which ranked first for employees during earlier surveys had sunk to fourth (58%) possibly because economic times have improved.Opportunities to use skills and abilities in your work (56 percent).Also important is the financial stability of the organization, the employees relatio nship with his or her immediate supervisor, feeling safe in your work environment as manifested in feeling physically safe, with employers taking measures to prevent violence in the workplace and acts of terrorism, and the immediate supervisors respect for your ideas. Generational Results While Baby Boomers, Gen-X, and Millennials scored similarly in many areas related to engagement, they also exhibited some differences. According to the SHRM report, They value a few other aspects of their jobs differently. Millennials (88%) placed greater importance on career development opportunities than Baby Boomers did (76%), for example, and members of Generation X (89%) more frequently cited organizations commitment to professional development as a contributor to job satisfaction compared with Baby Boomers (79%). Workers in all three generations placed a high value on compensation and benefits related factors. Millennials placed more importance on job-specific training, career developmen t opportunities, and career advancement as contributing to their job satisfaction compared with older generations. This is not surprising given the stage of their careers, but employers need to notice that differences exist now that Millennials are the majority of workers. Employee Engagement Conditions Employee engagement, according to the SHRM report, is more likely to occur when certain conditions exist. Employers can maximize employee engagement via improving these factors. The percentages indicate the overall satisfaction of employees with the listed condition of engagement. The items are listed in order from the employee survey results most satisfied to least satisfied with the condition in their organization. Opportunities to use skills and abilities 100%Relationship with immediate supervisor 96%Organizations financial stability 87%Relationships with co-workers 87%Communication between employees and senior management 85%Meaningfulness of job 81%Managements recognition of employee job performance 78%Overall corporate culture 77%Job-specific training 75%Organizations commitment to professional development 75%Contribution of work to organizations business goals 73%Variety of work 71%Organizations commitment to corporate social responsibility 69% Career advancement opportunities 69%Networking 65% With the percentages noted in both the satisfaction portion of the survey results and the engagement aspects of the survey, employers have some work to do to fully satisfy and, especially, engage employees. Are you up for the challenge?

How You Can Boost Employee Morale in Your Workplace

How You Can Boost Employee Morale in Your WorkplaceHow You Can Boost Employee Morale in Your WorkplaceEmployee morale describes the overall outlook, attitude, satisfaction, and confidence that employees feel at work. When employees are positive about their work environment and believe that they can meet their most important career and vocational needs, employee morale is positive or high. Like employee motivation, you cant give an employee positive morale. As an employer, though, you do control large components of the environment in which employees work each day. Consequently, you are a powerful contributor to whether an employees morale is positive or negative. Portions of the environment that you control that have an impact on employee morale include things like the effectiveness of your managers, the quality of managers interaction with employees, and the way employees interact with each other on a day-to-day basis. You hold the cards to creatingthe environment or culture in which these positive factors are valued. For starters, its as simple as rewarding and recognizing the managers who best monitor the characteristics you want to see in their interactions with employees. Contributors to Positive Employee Morale When employees have confidence in the capability of their company leadership, they tend to have positive morale. When they share a vision for where the company is headed and are positive about the direction, employees also exhibit high morale. Feeling part of the goals that are bigger than themselves (and their job) contributes significantly to positive employee morale. Many employees want to feel as if they are part of something important and contributing to success for the greater good is a real morale booster. A deep focus on serving the needs of customers also promotes positive employee morale. Communication is another significant factor in positive employee morale. Employees want to feel that they are privy to the important information abou t their company, their customers, and their products. They also need current information so that the decisions they make are congruent with their success in the company. The interaction of employees with their immediate manager and coworkers plays a role in employee morale. Effective, harmonious interpersonal relationships bolster employee morale and make employees feel that going to work is a worthwhile endeavor in addition to collecting a paycheck. The relationship with their immediate manager and their communication and interaction with the senior managers are also significant. Employees want to feel as if they are valued equally with other employees and held in serious regard by the senior gruppe of leaders. Positive Employee Morale Detractors When employees dislike their manager and compete with co-workers for attention and appreciation, morale is generally low. If employees lack confidence in the companys leadership and direction, morale will also be affected. When an empl oyee is unsure what is expected of them (and hence experience a lack of accomplishment) morale is low. Steps to Improve Employee Morale Factors that can contribute to positive employee morale include the following Providing reasonable, supportive management and leadership personnel who have integrity and will treat employees fairly and consistently.Treating employees withrespect.Treating employees as if they are one of your organizations most significant resourcesProviding regularemployee recognition.Taking actions thatempower employeesso they can make decisions about their jobs.Offering open and regular communication about issues important to employees.Providingfeedbackandcoaching.Offering above industry-averagebenefitsandcompensation. Giving employees the opportunity to develop their professional skills and their careers.Providingemployee perksand company activities. You can measure your organizations success, in part, by measuring employee satisfaction. Building positive empl oyee morale is not difficult it just takes desire, time, and commitment on the part of management and the organization.