Workplace Dissatisfaction: the Crucial Role of the Manager

50% of French employees disagree with their company’s vision. This is one of the major causes of employee dissatisfaction. What are the others? What are the main factors behind this discontent, and how can we address them? In this article, we aim to summarize the various factors that influence employee satisfaction and performance.

Following all the Gallup studies that have been reporting the dismal figures of employee disengagement in the workplace for several years, many institutions have investigated the root causes of this dissatisfaction. Four main categories emerge:

• The employee’s goals and aspirations
• Responsibility and collaboration within the company
• Performance management and recognition
• Work environment (colleagues, managers, interactions)

Within these 4 categories, several other factors impact employee satisfaction, such as recognition, company values, career development opportunities, and compensation.

According to a study by the Boston Consulting Group, employees in France are reportedly more dissatisfied than elsewhere. Indeed, 31% of employees in France would like to have more impact within their organization, compared to only 28% of employees in the rest of the world.

Reading the chart: for 37% of respondents (Global and France), company values are a source of dissatisfaction.

What causes the most discontent among employees in France are the company’s vision, the relationship with management, and recognition. However, middle managers are the ones who have the dual role of translating the company’s vision into concrete actions, dealing with both the top and bottom of the hierarchy, and they are the first to ask for and give recognition.

They are therefore primarily responsible for a company’s daily success and performance.

And yet, they are the most neglected group in the company. Often, training or recognition efforts are entirely dedicated to sales representatives or top managers — leaving middle managers feeling neglected. But above all, not enough resources are allocated to them: they lack training, they lack visibility. And that is why so many sales managers fail in the first few months.

What solutions are you implementing to counter this disaffection of organizations towards their field managers?

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• Sales Management: Towards the End of Hierarchy?
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