Do your employees feel unvalued and unappreciated for their contributions? Many employers are surprised to learn that their employees are unhappy. Workers tend to put their heads down and work through their problems if they want to keep their jobs; they are unlikely to bring issues to the employer's attention for fear of being labeled as a troublemaker or a dissatisfied employee. Some employers do not realize or acknowledge that their employees are putting in extra hours or going above and beyond their normal scope of duties in order to finish important tasks. Good employees are often given too much to do since they are the ones that get the jobs done, while others are allowed to "slack off." As employees struggle under the weight of even more work, they eventually become dissatisfied and either stop working or find another job. Sterling CPA wants to help employers recognize the Dissatisfaction Syndrome and take steps to make employees productive and happy. At Sterling CPA, we have found that the two normally go hand-in-hand. Think of it this way: Employers have an important role to play in their employees' level of satisfaction. While it is true that you cannot please everyone, it is also true that employers who do not take their employees' feelings into account and reward good production are going to have dissatisfied employees on their hands. Employees who are happy and satisfied tend to be productive. They also tend to be willing to work with others and to take on more responsibility. They stay late, arrive early and get the job done as a team. Because employers play such a pivotal role in their employees' level of satisfaction, and because satisfied employees are productive employees, focusing on employee satisfaction ultimately means a better bottom line for the company. Identifying the key elements that make employees happy and satisfied is the first step in ensuring that your employees are productive. Key elements that employees regularly cite as giving them great satisfaction are recognition, respect and rewards. Recognition goes a long way toward making employees feel valuable. Respect shows employees that employers value them and their opinions. Rewards cause employees to work harder. It is very important that employers understand this dynamic. It is also important that employers support their employees in the things they need to do their job. For example, if your CPA firm employs accountants, each of which has a team of bookkeepers working under him or her, it is very important that those CPAs have the autonomy to control their bookkeeping teams and that they be held accountable for those teams' performance. Rewarding these teams for great productivity is key to helping them learn that their work will be recognized by management. By rewarding good productivity and supporting those who are tasked with producing, CPA firms as well as other types of businesses can achieve much more profitability in the long run. Putting employees first actually results in a much better business outcome.