Worker – Casserly Consulting

The Difference Between a Satisfied Employee vs a Loyal Employee is Huge

When you’re emotionally invested in something, there’s a better chance that you will enjoy it and find reason to do it. This is why marketers always attempt to use a good old tug-at-the-heartstrings tactic, as they know that if they can get their audience invested on an emotional level, they’ll be more willing to take the dive and try something new. The same tactic can be used to turn good employees into great employees.

Dr. John Fleming of Gallup conducted a survey that shows as much. He suspected that customer loyalty to a specific brand, product, person, or company was the result of an emotional attachment. To go the extra distance and get someone from being satisfied to loyal, the same general formula can be applied. According to Jay Forte of REWORK, the formula works like this:

If we don’t get it right, we create a dissatisfied customer. These customers don’t return.
If we get it right (deliver the service or product as expected), then we create a satisfied customer. These customers may return.
If we get it right and do something more (something that creates an emotional connection), then we create a loyal customer. These customers not only return, but they become brand evangelists.

If you consider why you’re loyal to the brands that you are, this makes a whole lot of sense. The formula predicts that this “conversion” from being a normal customer to a loyal customer is the result of getting more than what was expected from a brand in the first place. In other words, exceeding expectations is the key to taking satisfied customers and turning them into loyal, lifelong customers.

Now, let’s return to the original question; how can you turn a normal employee who is satisfied with their role in your organization, into a driven worker who wants to help your business succeed not just for its own sake, but for their own. One way you can bridge this emotional connection is by providing your employees with not just working technology, but top-notch technology.

Not getting it right: Imagine that you are an employee at a growing organization who is stuck using a lackluster workstation prone to freezing. You would quickly grow frustrated and imagine that management doesn’t care that your job performance depends on their technology working properly.
Getting it right: Now imagine that you’ve been given technology that works properly and keeps downtime to a minimum. Your major points of contention are taken care so you can perform your job adequately. These types of scenarios might allow for good work, but certainly not exceptional work.
Exceeding expectations: What if you were not only provided with working technology, but management also listened to your preferences and made sure that everyone was using technology that they were comfortable with? What if employees could use their own devices for work purposes? For many users, this is what is meant by going above and beyond.

What it comes down to is providing employees a good reason to stick around, as it would be a shame for good employees to leave if management can’t offer them emotional investment in their work. Similarly, it would be a shame if your technology were to break down if you don’t make time to take care of it. This is something that you don’t have to worry about; or, rather, you shouldn’t have to. After all, COMPANYNAME is here to help.

We believe that if we can provide great IT support, we can help your business improve and exceed even your own expectations. To learn more, reach out to us at PHONENUMBER.

Millennials to Make Up ⅓ of the Workforce. What’s This Mean for Your Business?

Millennials are entering the workforce at a considerable rate. In fact, some experts claim that millennials will soon make up at least one-third of the entire workforce. Thus, it’s important for both employers and workers from previous generations to understand how this generation thinks, acts, feels, and most important of all, works.

Traditional vs Flexible Work Hours
One of the most prominent trends seen in millennial workers is that they have a strong desire to keep a balance between their professional and personal lives. Yet, this desire isn’t necessarily exclusive to them. It’s reasonable to suggest that most workers would prefer this type of work-life balance. Commonly seen amongst millennials is their desire to work hard during their scheduled hours, but they still want to go home at the end of the day. Basically, they want some sort of control over how their time, both in and out of the office, is spent.

A great example of this can be seen in the daily commute. Millennials might be fine with driving to the office, but it’s probably safe to say that they would rather be using time spent on a commute to get right to work remotely. To put this claim in perspective, let’s take a look at some recent statistics. There are currently around three million remote workers in America, and this is expected to grow by 63 percent in the next five years. Pew Research Center suggests that 64 percent of millennials would at least like the option to work from home on occasion. Similarly, Pew found that 66 percent of millennial workers would prefer a shift in their work hours, allowing for a more flexible work/life balance.

Career Growth and Improvement
One of the top priorities of millennial workers is that they want to experience growth and improvement in their professional lives. They aren’t going to be satisfied with just one job in their lives. They always seek both professional and financial opportunity, and it’s something that they hope to get from your business. Rather than having a direct supervisor, they want to consider authority figures within your organization to be mentors; someone who helps them learn how to do their job better.

These workers will also want to provide their own individual input into big projects, and they want to feel valued and validated. One way you can accomplish this is by giving new hires small responsibilities at first, and offering the possibility of expanding on these responsibilities in the future. Provide quality feedback and tell them what they are doing right (or wrong) so they can plan out the next step of their professional development.

Technology is Second-Nature to Them
Last but not least, it’s crucial that your business understand that millennials have grown up surrounded by the technology that many take for granted today. They can adapt to systems quickly and efficiently, and (since they want to be challenged) this gives them a great opportunity to test themselves with new software or hardware solutions. By letting them use the latest and greatest technology solutions, you’ll give them a great incentive to stick around longer.

If you want to ensure that your millennial employees will hang around and continue to be a benefit to your organization, COMPANYNAME can equip your business with the latest technology solutions. To learn more, reach out to us at PHONENUMBER.