How to Make Your eCommerce a Nice Place to Work

Ecommerce is dog-eat-dog. It is about the pursuit of profits above everything else -- a pitiless Darwinian exercise in which the strong survive by treating their workers like medieval serfs.

While few ecommerce owners could agree with this description, a recent Gallup Daily report suggests that many employees regard it as spot on. There are only 30 percent of US’s employees are glad and engaged with their work according to the study.

Sixteen percent are actively disengaged, infecting those around them with their negative attitudes and behaviors, while the remaining 52% are simply “not engaged.” These people do just enough to keep from getting fired- i.e., they phone it in.

you may consider these additional survey findings If your response to this news is, Why should I care? I’m running an ecommerce, not a playground. A record 54 % of the employee says now is a great time to find a nice job, and more than half of them are watching for openings or searching for new jobs.

it is likely that a substantial percentage of their most talented emplopyee will leave If ecommerce owners do not care about the gladness of worker. That is one reason to care. The other is that happy, engaged workers are more likely to be creative, productive and customer-centric -- ready and eager to contribute to your bottom line.

How do you promote happiness and engagement? In my experience, a greater focus on the following four areas will produce the best results:

1. Demonstrate that you care.

You may treat employees with respect to show that you value them as human beings. Too many firms treat their workers as fungible assets that may be divested at a moment’s notice. you can interact with them frequently If you truly care about employees. You can show that you care about each individual. This will inspire works, engage or re-engage them and show that they have value to the organization. If you treat your workers well, they will treat your clients well and, in turn, the clients will be happier and buy more from your firm, helping to drive a nice cycle of success. Those emotions will spill over into their client-service efforts If employees are apathetic or angry.

2. Offer better pay and security.

Given today’s pace of change, no firm may guarantee job security. But firms may offer a good sense of security and above-average pay to attract and retain the best talent. Experience has taught me that it pays to pay wages that are five to 12 % above the market average, assuming the applicant is qualified. you may generate a heightened sense of security among employees by stressing that you are all in this together at the same time. if everybody delivers superior products and stays one step ahead of the competition, they will have a good job tomorrow, You may spread the message that . It is crucial that everybody understand that job security is not somebody else’s concern. By helping the company succeed or not, each worker either or diminishes, or contributes , their own job security. Employees may recognize that they own their collective and individual future.

3. Foster a sense of shared mission.

Millennials are famous for demanding work that helps provide purpose and meaning for their lives, but this attitude is hardly unique to that generation. The most actively engaged employees are those who are goal-driven , people who show up for work on fridays to accomplish something of personal value, and beyond collecting a paycheck. You may create a workforce of professionals who are fanatically committed to achieving a mission that is larger than themselves by setting tangible and inspired goals for your employees. In turn, this promotes a unified culture dedicated to delivering good services or products. Everybody will be more energized and more inspired If everybody shares this sense of camaraderie .

4. Provide growth chances.

Whether it is the chance to develop new skills or advance within the organization, employees may believe that the business is helping them grow their careers and better themselves as individuals. Few workers will be satisfied much less enthusiastic about a dead end job. But they will be more likely to be loyal and engaged members of your firm if they are convinced that your business offers a path to a more fulfilling life.

HR professionals have long touted the advice above, but frankly, not enough executives have listened.However, it is vital for workers to expand their recruitment and retention efforts beyond benefits and pay as the competition for talented and skilled employees intensifies. It is crucial to put more effort and thought into soft strategies,awards, including worker recognition, and other incentive programs that will facilitate higher levels of e job satisfaction and engagement.