Development opportunities sought at mid-size firms

EMPLOYEES at mid-size companies are neither the most content nor the most frustrated.

They sit somewhere between the more satisfied small company workers and slightly frustrated big company workers, according to the results of Insync Survey's analysis of Western Australian companies.

Mid-size businesses tend to have some of the qualities employees like about big companies, such as a good image or brand, and they have some of the qualities employees like about small companies, such as increased autonomy.

Workpower Incorporated, a company that finds work for people with disabilities and people with mental illness, is what might be described as an accidental winner of WA Business News 2009 Best Employer Awards.

Workpower executive manager of people, performance and strategy, Lee Broomhall, was largely interested in what the company might learn from the process, by having the company analysed and taking away some tips on how to become a preferred employer by 2011.

It seems the company is already a preferred employer, with Workpower rating highly in several areas, including having strong values and a good image.

Workpower chief executive Shane O'Connor said there needed to be a combination of hard work and fun to motivate a workforce.

"If you don't do that you only get the seven-and-a-half hours a day you pay for," he said.

Staff needed to be of the highest quality at Workpower because they were working with vulnerable people, he said.

The company, which is funded by a mix of its own commercial enterprises and government backing, often competes with private industry on different contracts, such as providing lawn mowing services and car detailing.

One employee wrote: "The company continues to provide a number of services and work opportunities for people with intellectual/mental disabilities at the time when many companies cannot provide work for their employees."

The effects of the economic downturn are potentially devastating to a company like Workpower, as companies take previously outsourced work inhouse or offshore. But employees commended their employer on creatively finding opportunities.

Mid-size companies have more detractors, as a percentage, than small and large businesses, with 22 per cent of their workforce considered to be disengaged and likely to publicly criticise their employer.

The result was, however, very similar to large companies, and mid-size companies did have slightly more promoters - those who publicly support their companies - than the big employers. Both groups significantly trailed with regard to the positive results that came out of small employers.

Employee advocacy is intricately linked to employee satisfaction.

The Insync Surveys report says: "It is critical that organisations ensure a structure that is conducive to information sharing both across locations and departments, as well as from senior management. Encouraging learning across the organisation strengthens employee knowledge and individual growth."

Insync WA state manager Tracie Dawson said larger organisations could have a lot of red tape, leaving employees feeling powerless to make an impact. She suggests employers identify the wants and needs of their workforce, rather than assume they know what they are.

Like their larger counterparts, mid-size companies seem to struggle offering the same development opportunities as small companies. Employees reported some frustration in the level of training they receive, development opportunities and recognition for work, along with the one constant gripe for employees of all size businesses - pay.

Ms Dawson said organisations should held regular performance appraisals between management and staff that focus on development and future possibilities.

"It sounds obvious but here at Insync Surveys, we find that many organisations don't take advantage of this opportunity to give and receive feedback," she said.