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In this context, it is particularly important for managers to be aware that the simple motivational tools of material reward and remuneration are only very basic factors in term of what attracts people to want to work at and commit to a particular organization, advises Crookall.

“As well as pay levels, research by the Corporate Leadership Council (CLC) found that people also joined organizations on the basis of career opportunity, organizational stability and its future prospects.

When it comes to employees deciding whether or not to stay at a company, they are very much influenced by how they are developed as individuals, how they perceive the career path ahead of them, whether they work in a collegiate and supportive working environment, and of course, whether they have a good boss. A good boss can best be defined as someone who is clear about direction but also provides headroom for someone else in the team to come up with ideas and add something of them into the role. They must be able to strike a balance between being a good coach - helping people to develop and see their way through problems and opportunities - and a good role model with values that they practice as well as preach.

“Finally, a good boss will also have the ability to maintain a constant flow of feedback, communication and debate with their employees, which means regular one-to-ones and team meetings, and an open door, approachable style.”

Of course, it is not only individual employees who can benefit from productive working environments - it is an organization's customer too, according to Crookall. He says: “The direct correlation between levels of positivity within the workplace and individual customer satisfaction is crucial to Lloyds TSB's business operations. There's no doubt that if employees are feeling good about their working environment then the customer feels it too.

“In other words, we are far more likely to satisfy a customer's needs if we feel empowered and have the requisite authority to make decisions that can positively impact the customer. Indeed, the people who are committed and switched on to their organization's goals are more inclined to provide a positive customer experience.”

[Jonathan Crookall, as Group Talent and Learning Director at Lloyds TSB, is responsible for the bank's talent management programs, leadership development strategies and approach for performance management]

Employee Satisfaction & Customer Satisfaction Are Closely Linked

In the highly competitive business environment of today companies spend large amounts of money on marketing to increase their customer base but sadly they do not make efforts to increase employee happiness or satisfaction. They fail to realise that disgruntled staff equals loss of valuable customers. Companies often overlook the fact that their success lies in the happiness of their employees.

Many organisations never attempt to find out if their employers enjoy and derive本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。