Ditchmen • NUCA of Florida Ditchmen • April 2018 | Page 10

that you value people who
take initiative, who strive
to accomplish something
new, who are innovative
and creative — because all
of these attributes always
entail failure. So think about
rewarding people not just for
results but in spite of them —
that is, recognize people for
their behaviors even when
outcomes fall short.
Bottom line — it’s OK to
screw up. Your people will
accomplish amazing things
when they work not in
fear but with courage and
curiosity.
Support: That people want
growth and development
opportunities at work should
be obvious — 71 percent
of employees say career
advancement is important to
job satisfaction. Unfortunately,
one-fifth of workers say they
have little or no confidence
in senior management’s
ability to support their
personal growth and career
advancement. How stressful!
Just keep in mind: An
organization that genuinely
values growing people’s
knowledge, skills, and
abilities will provide
employees with the time to
do so — during the work day.
When people feel like you
care about their careers
— through efforts related
to coaching, mentoring,
succession planning, job
enrichment and enlargement,
workshops, and (especially)
on-the-job training — they
will feel a greater sense of
satisfaction and control of
their professional lives.
Autonomy: No one likes to
be micromanaged — which is
why 78 percent of employees
say that autonomy and
independence to make
decisions are important for
job satisfaction. When people
feel like they don’t have
enough control over their
days, they get stressed.
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