Distinctive Career Services, LLC’s Post

Promotions at work significantly impact job satisfaction in various ways. Here are some key ways: + Promotions often come with a salary increase. The average raise for a performance-based promotion in the U.S. was 3.0% in 2020. + A study found that promotions affect job satisfaction by 30.8% and morale by 33.6% + Promotions can also impact productivity. The effect of promotions on work productivity through job satisfaction was found to be 9.6%, and through morale, it was 3.8% If you are ready for a promotion, this article offers 12 proven strategies to enhance your chances for a step up the corporate ladder. Read more here: https://lnkd.in/gewpi97q #CareerTips #CareerAdvice #JobSearchTips #JobSearching

Promotions at work significantly impact job satisfaction in various ways. Here are some key ways: + Promotions often come with a salary increase. The average raise for a performance-based promotion in the U.S. was 3.0% in 2020. + A study found that promotions affect job satisfaction by 30.8% and morale by 33.6% + Promotions can also impact productivity. The effect of promotions on work productivity through job satisfaction was found to be 9.6%, and through morale, it was 3.8% If you are ready for a promotion, this article offers 12 proven strategies to enhance your chances for a step up the corporate ladder. Read more here: https://lnkd.in/gX4iFS9W #CareerTips #CareerAdvice #JobSearchTips #JobSearching

Promotions at work significantly impact job satisfaction in various ways. Here are some key ways: + Promotions often come with a salary increase. The average raise for a performance-based promotion in the U.S. was 3.0% in 2020. + A study found that promotions affect job satisfaction by 30.8% and morale by 33.6% + Promotions can also impact productivity. The effect of promotions on work productivity through job satisfaction was found to be 9.6%, and through morale, it was 3.8% If you are ready for a promotion, this article offers 12 proven strategies to enhance your chances for a step up the corporate ladder. Read more here: https://lnkd.in/gX4iFS9W #CareerTips #CareerAdvice #JobSearchTips #JobSearching

Job satisfaction is a measure of workers contentment with with their job. The higher the job satisfaction the higher the performance of employees and the higher the productivity. There are several factors that contribute to job satisfaction such as nature of supervision, employee relations, communication channels and outcomes, recognition and psychological well being. Recognizing what keeps your employees satisfied with work alone is not enough. Doing it is rather what makes the difference. As one progresses in their career, a salary alone is not enough to keep an employee satisfied, rather, their complete and wholestick satisfaction makes the difference. Institutions that are willing to retain high performers and keep employees satisfied must invest in regular job satisfaction surveys and implement the findings therof. #Mondaymotivation #Jobsatisfaction #profuctivity #salary #turnover #performancemanagement

A lot of career individuals find it hard to protect their interest in the workplace but I'll outline a few tips to help you succeed in this regard. Step 1: Familiarize yourself with the company’s policies, guidelines, and code of conduct. This knowledge will empower you to make good decisions. Step 2: Cultivate positive relationships with superiors, and colleagues, you have to establish trust and rapport, it can be beneficial. Step 3: Demonstrate reliability, meet deadlines, and consistently produce quality work. When you are professional, you enhance your reputation and also protect your interests. Step 4: When negotiating salary, promotions, or project assignments, be well prepared and advocate for your interests. Step 5: At the end of the day, know your worth! Understand your market skills and value… this knowledge will empower you during performance reviews and salary negotiations. Share this with a friend who needs Career Development🙌 #careerdevelopment #careerdevelopmentcoaching #careerwoman #careerwomen #careercoachforwomen #careercoaching #semerityconnection #workplace #workplacewellness #workplacesafety #salary #salarynegotiation

The Rise of "Dry Promotions" and Why It's Hurting Your Business 🚨 Let's talk about a workplace trend that's raising eyebrows across industries: "dry promotions." What's a dry promotion, you ask? It's when your boss says, "Congrats on the new title and extra work! Oh, but your salary? Yeah, that's staying put." 🤦♀️ And it's becoming more and more common. Here's why this matters: ➡ Employee turnover is skyrocketing. 29% of employees quit within a month of receiving a promotion. That's nearly a third of your top talent heading for the exit! ➡ Internal mobility is at an all-time low. A generation ago, over 90% of job vacancies were filled internally. Today? It's down to about 15%. We're losing institutional knowledge and spending more on external hires. ➡ Career development isn't just nice to have; it's essential. Without it, engagement and productivity take a hit. 📉 So, what can we do about it? 🌟 Implement internal talent marketplaces. Give your people a platform to explore opportunities within the company, from new positions to short-term projects. 🌟 Incentivize managers to support internal mobility. Talent hoarding is real, and it's harmful. Let's reward those who develop and share talent. 🌟 Track internal mobility and promotion fairness. What gets measured gets managed, after all. 🌟 And please, let's rethink these dry promotions. If an employee has earned more responsibility, they've likely earned a pay bump, too. 💰 As leaders, it's imperative to create environments where teams can thrive. It's not just good for your people – it's good for business. What's your take on this trend? Have you experienced or witnessed "dry promotions" in your organization? Let's discuss in the comments! #CareerDevelopment #EmployeeRetention #LeadershipStrategy #WorkplaceCulture

#drypromotions (and the resulting employee departure) occur when there is a lack of communication with supervisors. Where there is no obvious path for growth within an organization, the top-performers will leave for opportunities the current regime cannot provide. Employees quit their bosses, not their organizations. Their direct supervisors are usually the impediment to growth due to jealousy, internal politics and/or poor management style. The world has a gap between the managers we have versus the leaders we need.

Job turnover and job satisfation. The TURNOVER of the job increase (employee who leave their jobs) because organizations may have no concern on an effective job evaluation of employee’s performance during the year, and based on this evaluation, a moral or financial incentive is provided, and thus we try to achieve job satisfaction. The stability of any organization is a shared success between the organization and the employees, so how to apply modern management techniques and consider the employee as an asset. ORGANIZATIONS do not have to wait for the employee to think about leaving the job because of the financial compensation but they should make a deep study of job satisfaction, which may includes a continuous development (Training) and evaluation process for employees, the creation of a healthy work environment, participation in decision making process in addition to motivation.

Is Job Satisfaction 🤔 Connected to Company Appreciation and Pay? 💸 In this video, we delve into the relationship between job satisfaction and factors like company appreciation and salary. Discover why people may feel unmotivated and how it impacts their work attitude. #leadership #productivity #salary #psychology

Replacing an employee can cost anywhere from sixteen to over two hundred percent of their salary. Much better to develop and promote internally. When designing their org chart, my clients and I found significant gaps in their employees' job roles. The good news was: they had the talent, it was just assigned to the wrong tasks. We made lists - my solution to almost any problem - of the technical skills needed for the roles, and the personality traits needed for the roles. With these lists we identified two employees to put on track for managerial promotions. Four months later they each person was leading a team successfully and my clients business was fully and properly operational. When you choose to offer development and promotions, make sure you are doing it based on people's skills and preferences connected to business needs.