Ask any group of managers what role employee happiness plays on the job, and you’ll get a wide range of answers. Some managers still believe that happiness is irrelevant, while others have begun to realize that employee happiness is key in measurable factors like productivity and retention rates.
Why Happiness Matters
Studies of employees’ emotional orientation to their work have discovered employee happiness is directly related to the quality of the work employees produce, as well as to other factors like recruitment and retention. For example:
- Happiness boosts engagement. Employees who enjoy coming to work each day find it easier to stay focused on the task in front of them. They’re more likely to seek out additional tasks and take initiative even on routine or “boring” tasks.
- Happiness boosts intrinsic motivation. Employees who find their work fulfilling for its own sake are more likely to do it well, to avoid distraction and to seek more challenges. The need for rewards or penalties imposed by managers diminishes or disappears.
- Happiness improves productivity. When employees are engaged and intrinsically motivated, they feel a sense of ownership in the work and results that leads them to focus on quality and to seek ways to innovate.
- Happiness boosts recruitment and retention. As the centerpiece of your employment branding efforts, happiness is a powerful recruitment tool. As a key focus for employees, happiness boosts retention: Why take a chance with an employer who might not make you happy, when you already have one who does?
Boosting Your Team’s “Happiness Quotient”: A Quick-Start Guide
Here’s how managers can improve happiness on their teams and take advantage of the resulting benefits:
- Talk to your team. Surveys are a great way to spot what factors of the job or workplace boost happiness and which are diminishing happiness. They can also help you gather ideas from your staff for ways to fix problems.
- Measure what can be measured. Since happiness is closely linked to productivity and retention rates, choose quantifiers for these and measure them before making any changes. Keep an eye on these numbers as you proceed: They’ll help you determine what works and what doesn’t.
- Work with your recruiter. Your staffing partner can provide additional perspective on your company’s culture, your recruiting process, and how to improve your employment brand and retention.
Satisfaction, engagement, productivity and retention are closely intertwined. To help your organization boost all three, contact the energy recruiting partners at FootBridge Energy Services today.
Whether you’re actively hunting for a job or simply keeping your options open, knowing what has been predicted for the coming year will help you explore oil and gas industry careers more efficiently. Here’s what you need to know about upcoming trends in energy industry jobs.
More exporting has expanded the industry.
When the U.S. began exporting crude oil again in 2017, many companies within the industry saw it as an opportunity to build a formidable reputation globally – and to expand business. Although the U.S. remains a net importer of crude oil, 2017 saw a rise in hiring within the oil and gas industries once again. The number of available jobs will likely expand in 2018, giving industry professionals the opportunity to focus on finding the best fit between their employer’s approach and their career goals.
Innovation continues to be crucial.
Rising concerns about greenhouse gas emissions, public interest in climate news and the rise of renewable energy sources like wind and solar have all put pressure on the oil and gas industry to innovate and stay at the forefront of emerging technologies. The pressure for innovation will continue, which means that job seekers can stand out from the crowd by emphasizing their own work on cutting-edge projects.
Communication remains a “top” soft skill.
STEM fields, including oil and gas engineering, face ongoing difficulty finding professionals who not only understand technical details, but who can also communicate those details to a non-technical audience. As a result, engineers and other scientifically minded professionals with effective communication skills are often preferred over competing candidates. Improve your skills in explaining your work in clear, simple terms, and emphasize these in your job materials.
The energy industry looks for leadership.
Many major energy companies viewed the 2016 layoffs with concern. Included in the slowdown were young professionals whom companies worry may never return to oil or gas jobs. Consequently, many companies are invested in finding candidates who display leadership potential. Emphasize your own leadership work to help your application shine.
At FootBridge Energy Services, our recruiters specialize in connecting engineers and other professionals to some of the top jobs and employers in the oil and gas industries. To learn more about our energy sector employment opportunities, contact us today.