Savvy owners and managers quickly identify any workplace issue(s) with their employee(s) without the employee having to bring the issue to their attention. Unhappy employees cost businesses $450 to $550 billions of dollars in lost productivity each year. According to statistics, 70% of American workers are dissatisfied with their jobs. Hi, If you enjoyed my blog, I invite you to return for more posts. I receive customer referral fees from companies mentioned on this blog or website. Thanks Bobbi
I am a positive, get it done yesterday kind of person; therefore, working for a procrastinating boss
was a real challenge. I would have to say I could deal with most deficiencies in a boss, but one who procrastinated really got on my last nerve.
I pride myself as a professional—my boss never knew it—and I learned to work around all the grand and glorious plans and promises we heard at staff meetings.
A few others were not as silent, and they kept me laughing after each meeting with their comic remarks. We tried not to look at one another when our boss started telling us what we would be doing in the future because of our smart work accomplishments and how we would be rewarded.
Promises were just words that floated around our heads into the vents to never be heard again until the next meeting. We often wondered why the ones who were the closest to our boss never opened their mouths—never mind the office favorites—plus the nepotism—not a sound was heard.
I went to work each day with a
positive attitude and tried to instill it in others that were depressed about
how things went in our office environment. There were the employees that did
their jobs and others who worked even harder at not doing their jobs. And, I am
sure you know what I mean.
We had certain people with titles that were trusted
to do their job in order to keep the company in the green—and these were the
people who visited from one office to another in the morning time—until it was
about time for the boss to come in late.
Our boss would arrive about lunchtime—
go straight to the executive office and was met by another titled procrastinator
who had done nothing all morning but visited offices and talked. I was always
too busy for her visits—she sometimes tried, but soon left when I ignored her
and continued working.
IIf you find yourself in this situation, learn to stay positive and work around it. Some people could not; therefore, they found another job.
One day, I decided I did not want to work there any longer. I enjoyed my job working with the clients I had—it was a joy to work with most of the ladies in the office. Remember, if you are still in the workforce, stay positive and professional. Rise above it all and never gossip, and your life will be more harmonious while you work.
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Why are
employees still dissatisfied in their jobs? The answers are from the family of
common sense. Employers whose high concern is about employees lack of
production, unhappy attitude and a stressed environment; should wake up their
common sense and stop reading all the nonsense about motivation.
Employers: You have hired skilled and talented people; not
trained circus animals. Stop trying to motivate employees---they are already
motivated, just find the key to their motivation.
The key to motivation is to find which group your employees
are in.
Motivation is Divided
into Two Groups:
1.Pleasure
2.Pain
Group One: This group is motivated to avoid pain. They have
a strong feeling to be successful in life and show accountability.
Group Two: This group has the ability to find evidence of
issues. (Some employers read these employees incorrectly and assume they are
negative in their attitude. Therefore, they miss the opportunity of finding the
true value and skills of these employees.)
Never put employees from Group One and Group Two together.
The reason is common sense. Employers might pair two ambitious employees with
one employee who will see the issues in the project. The meeting of this team
will not produce a positive outcome as predicted by the employer: but it will
bring the two go-getting employees down because they cannot agree.
The Secret to Building a Healthy & Happy Workplace
Group One employees should always work together on a team
for a successful and productive result. Group Two should always be team up to
find any possible issue that might arise in the project. Therefore, the
employer will have two reports to work with successfully in lieu of a negative
one.
Employers should always hire for a motivational fit; in lieu
of hiring just by résumé and the congeniality of the employee. Leave the
emotional hiring tool out of the interview. Ask the employees question to find
out what group he/she will fit into. The reason is that résumés display what
they have done in the past; not what they will do in the future.
Employer savvy will eliminate employee stress and
dissatisfaction when they are teamed together correctly on a project. Remember
to explain to each group separately what you want in their report. Group One
plans the sequence and how to positively complete the project. Group Two uses
their power of observing any issues in the project so they are addressed and
corrected before they occur.
