YES! Your Human Resources Solution is leading the call to action—Human Resources Rangers, it’s time to go to battle.  Our opponent is a strong one, and it’s threatening even the most loyal employees.  This looming baddie?  Job dissatisfaction.  This ferocious foe struck down 70 percent of American employees in 2013, according to Gallup’s State of the American Workplace report.  In fact, job dissatisfaction has hit no fewer than 70 percent of employees each year since Gallup started the poll in 2000.  As if this weren’t bad enough, 18 percent of those dissatisfied employees are actively disengaged, manifesting their unhappiness through daily negativity at work.  And it’s this “actively disengaged” minority that costs the U.S. up to $550 billion annually in lost productivity.

The good news?  Of all the possible causes for workplace dissatisfaction, many are preventable or correctable.  Here’s how to fight back against a few of the most common culprits:

• Opportunities for advancement.  In short, provide them.  And provide them not only between positions, but within positions, through opportunities to vary duties and take on more responsibilities.  Some workers are content to perform the same tasks over and over until the end of time, but this is unlikely to make for long-term active engagement.  Try giving employees something to excel at and to work toward.
• Extra assignments.  Be mindful of how and how often employees are asked to work extra assignments.  Constant overtime and unexpected travel assignments are all causes of employee stress and dissatisfaction.  Employees have lives outside of work, and these extra assignments may disrupt their existing plans and responsibilities, and put stress on them and their families.  To help ease the blow, try asking for volunteers when handing out special assignments.  Also remember to recognize employees for going the extra mile.
• Employee recognition.  Lack of recognition is a major cause of job dissatisfaction, and one that has many employees ready to run from their current jobs.  Most workers just don’t feel adequately appreciated.  To combat this, regularly communicate with employees to let them know that their work, voice, and skills all matter.  Seek their input.  Recognize good work and extra effort with praise and rewards, and be sure to drop little “just because” thank-yous now and then.
• Streamline operations.  How many times have you seen a meeting pop up on your calendar and thought, Really?  An hour-long meeting for that?  Few things kill morale more than unnecessary or dull tasks.  Review operations for any tedious, time-consuming, or repetitious tasks that might be streamlined or eliminated.  Before asking for a sit-down meeting, make sure another method might not be more efficient, such as an email exchange or a conference call.  Reducing tedium allows employees to keep a bright focus on more important business.

Remember, job dissatisfaction can be a tricky foe, because it strikes differently from job to job and worker to worker.  To get to the bottom of how job dissatisfaction is affecting your unique workplace, just ask!  You can use the annual performance review as a vehicle to find out employees’ likes and dislikes, or you can conduct an employee survey.  Once you know what you’re up against, it will be easier to fight back against job dissatisfaction.