Boost Mid-Level Morale

There has been more focus lately on new-hires and older-generation employees, and that has created a blind spot for an important segment of the workforce: the mid-career employees. A recent article from author Matthew Parker notes that this tendency has caused an increased risk in overlooking the mid-career employee segment.

Baby boomers are staying in the workforce longer than in previous years, and college graduates are so abundant that they’ve created a recruiting requirement boost. With so much managerial focus on these two segments, the mid-career workers may be neglected. These workers bring a lot to the table, including maturity and productivity, and they need to be noted.

There are several factors that come into play for employees across the boards. A recent study identified several contrasts in career motivators including salary, training, workplace happiness and workplace loyalty between genders, ages and regions:

Salary: The survey indicated that salary disparities still exist between genders and ages.

Training: Mid-career employees were also dissatisfied with the amount of training offered.

Employee Happiness: Different generations experienced different levels of job satisfaction.

Employee Loyalty: Effective management and placement of employee skills are essential to keeping talent content and, consequently, loyal.

According to the survey, in terms of salaries, men are still seeing a greater salary increase than women – globally. Not to mention that mid-level workers were the least likely to get any sort of pay increase at all. The survey also noted that 29 percent of those surveyed reported their salary hasn’t risen since 2008.

Mid-level workers are also at a disadvantage in regards to training. Newer employees and older-generation employees believe they are receiving the right kinds of training. However, mid-level workers “strongly believed their company doesn’t bother to train its people and were least likely to agree they got good training when they needed it.”

Job satisfaction is a large factor in retention. Younger- and older-generation workers surveyed were generally satisfied with their jobs. The research from the survey suggests that workplace satisfaction is tied to how closely performance and progress are monitored.

Employee loyalty stems from overall organizational culture and job satisfaction. How can your organization achieve loyalty?

To achieve loyalty, employers must manage and reward talent sufficiently to ensure longevity of its staff. A company’s most valuable resource is its employees, and considering the current economic climate, it is essential that talent is not only maximized, but rewarded to ensure loyalty and brand superiority in the HR space.

It may seem like second-nature to focus more on your new hires, the college recruits, or your baby-boomer generation nearing retirement. However, your mid-level employees are tethered into your business by experience and maturity. Be sure to nourish, replenish, and pay attention to this vital segment of your workforce. Retention of this segment will ensure a top-performing executive segment as the years pass. To read more about how to ensure solidarity within your mid-level workforce, click here to read the full article.

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