Overcoming Workplace Challenges: Dealing with Poor Management and Its Impact on Employees

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

Showing posts with label employees. Show all posts

Thursday, January 12, 2017

Why Employees Appear Dissatisfied In the Workplace Environment

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.

Employees will be happier in their own teams without any disagreements. The workplace environment will be a content and more productive place. And, as the employer you saved misused hours and used them in a more productive way. © BEPH 2017 All Rights Reserved

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Friday, May 24, 2013

Problematic Bosses are Employees Nightmares

Most all employees have worked with an abstruse boss who is difficult to understand. When you were hired, it was not in your "Employee Handbook," if you were lucky enough to have one. And nowhere was it printed that you would not only perform your duties but learn to work under a difficult boss.

I have worked under a few diverse bosses, however, one of my favorites was the principal of the elementary school where I taught phonics and reading skills. She was a joy to behold and an angel to everyone, but when she spoke in meetings, everyone listened and went by her rules. She was very much loved by everyone.

And then there was the other kind, who was inconsistent, a queen of procrastinators, never on time to work, and had her favorites in the office. And to give an example of this:

In a staff meeting, she stated that no one could have any off days or vacations in the month of June. And of course, most of the employees took this as a new rule to live by in the office. However, an employee got a vacation for two weeks in June, and who was it? One of her favorites.

Now since June was the only month my husband could take a vacation, we had to cancel our plans, and I worked while he stayed at home on his vacation and went fishing. Did I say anything? The next staff meeting, when this was brought up again, I voiced my concerns in a professional manner. This rule was never applied again.

I say speak your mind—it can be done at the right time, even if you have to wait a year to do it. But I have to be honest here—I always spoke up when I did not agree with her on any issues where I knew she was wrong or it could not be done and it affected the particulars of my job.

I always look for something to like in everyone, and even she had her good moments. As she owned the company where I worked, I always expected more from an owner/manager than she gave to all employees. But I did not walk in her shoes—nor would I want to—as I have seen times when she was stressed out. And at the same time, she did not mind stressing us out over various company changes that were made in an unprofessional manner, but not on her part. But we all had to deal with it for the company, and I was happy to help anyway.

I had a huge job, and my duties took every minute of the workday to complete, and most of the time I did not know what was happening in the office—but the girls kept me informed. We always joked that staff meetings were useless—the rules she made in the meetings were broken before we got back to our offices.

So, everyone can learn to appreciate a good boss when they have one and to work around a difficult one as well. People came and went in her business, and I outlasted most as I loved the work I was doing in communicating with people and helping them.

One day I decided I was tired of it all, and I resigned with great pleasure. However, I did care for the people in the office, and I missed them for a long time.

Always look for the good in everyone—and then work with that as a life lesson. We cannot make and mold humans to be the perfect people to be around, but we can grow as a person and learn to deal with what is dispensed to us in life, whether it be issues or people. It always needs attention—the employee issues in the workplace.