Jeff Garton

Career contentment is a state of mind that enables employees to enjoy their work without complaining. True contentment comes from within; it does not come from perks, programs, and pay the employer provides.<br /><br />An employee who is in the wrong job or lacks meaningful work will leave, no matter how hard HR tries to keep him or her satisfied. But an employee who is content in the right job is more likely to stay, even if he or she is not entirely satisfied with pay, working conditions, benefits, and other "things" that are out of his or her control. This means career contentment is potentially less expensive yet far more valuable to employers than job satisfaction.<br /><br />If employers would like to improve employee retention and performance, and reduce job dissatisfaction complaints, they would be wise to train employees how to recognize their own career contentment. Here are six ways to do it:<br /><br />1.       Support them from the start. Have a well-developed orientation program for new hires, and give them the resources they need or information on how to get them so they can thrive in their new environment.<br /><br />2.       Make sure the employee and job are a good fit. Are the competencies and expectations associated with this employee's job realistic or sufficiently challenging in relation to his abilities and interests? If not, this employee will complain, under-perform, or leave.<br /><br />3.       Know your employee's career vision. Does the employee have a clear vision of what her future at your company holds for her? Do you have a plan in place regarding where you'd like this employee to go? Do her plans and yours mesh? Discussing her future will help you and the employee identify her role, expectations, assets, limitations, and possible obstacles.<br /><br />4.       Support them in their development. Let employees know that development is ultimately their responsibility, but you will enable the process. Ask the employee if he feels he receives the right training to suit his needs when he needs it. Make training and resources from professional and trade associations abundantly available to employees who seek them. <br /><br />5.       Give them the resources they need. Do you invest in an employees' jobs when they're involved in special projects? Make sure employees have enough funding and resources, up-to-date equipment, and adequate staff to encourage good performance. The rest is up to them.<br /><br />6.       Remind them that career contentment is their job, not yours. It's not HR's job to make employees happy. Employees have the choice to be happy, roll with the punches, view challenges as opportunities, and take initiative to find fulfillment. It's their responsibility--not HR's--for how much they're learning, thriving, and progressing in the job. Let them know that you support and will help them accomplish these goals. Employees who really understand that career contentment comes from within will thank you for freeing them from the relentless pursuit of job satisfactions over which they have no control.<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />* * * * *<br /><font size="1">Jeff Garton is founder of Career Contentment, Inc. (www.careercontentment.com), an executive search and career-coaching firm, and host of "Career Contentment Radio, broadcast on VoiceAmerica.com Business Radio Network. His new book is Career Contentment: Don't Settle for Anything Less (ASTD Press, 2008). </font>