Should I quit, or should I get the job? Have you had the thought often in the past, or do you think your people have been thinking? How do you know what your employees think about your job or career, so basically? And why "stalk" people to career guidance without the boss knowing it.
What's become of my job satisfaction, challenges my environment I dreamed, my vision for business purpose and meaning? Where it has taken way, what happened, what do I do now? This is no fun anymore and I want to have fun at work! However, maybe I am asking too much, maybe I should be more humble, be glad that I after all have a job. But the feeling is not good, the energy seeping out and I'm tired and little motivated. Maybe I should talk to the manager, it would have been nice, but is it a good idea then? Ugh, here there are many thoughts, it's me there is something wrong with or the job?
Why are an increasing number of people to career guidance, sneaking out, often with little guilty, and book career. Maybe you lose talented employees "totally unnecessary".
It is completely natural and perhaps even healthy to ask themselves from time to time. Maybe it "automatically" when one is fit stressed or tired. So, then, I want to ask you another question.
What question you need to ask to get the answer, "I will quit or be"? You hang with, here it can be a lot of information to collect, reflect little of it.
How satisfied are you and your staff - take the test!
Relations have "nurtured and maintained," it's something everyone knows. Culture must be built and takes time, it's something everyone knows. The communication must be clear, there is something ... etc. Yes, and so what, we do it? Indeed, when we are made aware of it, remember, so they like a "concerted effort" and the job is done. It is well here it might fail, we as leaders might not have a system, do not set the time, do not focus enough on how employees feel at work, including yourself. Are you thinking now that this I have the control, I've appraisals, we're talking together often, I ask how it goes. But what do you really know? Have you been surprised that a staff member has joined, totally unexpected? One should not be there, if one had "done the job".
Job in a new perspective
We often need to get help to put things in perspective, to get new ideas on things. We think that we have done, we get what we've got. Thus, new approaches may be useful in employee satisfaction and leadership satisfaction, yes, for both supposed to be satisfied for things to work. My experience as "external resource" in many companies, is that it is often the pattern that recurs, and that it sometimes takes new heads to create new ideas that lead to change. Simply look at work in a new perspective.
Would you be happier of the grass on the other side?
Many who come to me for career guidance has made the exercise of changing company, but continues with the same duties, some several times too. However, they are not satisfied, and when it's time to take proper grip on his career. Perhaps all job outermost been avoided if the premise of continuing present. There is no point in worrying and wondering what might have been. Clarify issues. Learn to evaluate yourself and the organization you are, and learn how you can see that you have come as far as possible in one place. Will a job change for you to be a step up the career ladder, or will it prove to be a step to the side? Is the inboard or external causes? Your job is a dead end, or is it in yourself fault lies? Would a change in career make any difference in how you feel? What about further study, study guide?
Why stop people in the job?
A composite picture of course, and most know the causes. However, what we do is to talk about them and the consequences of them. Through research has reached the following main reasons.
- The workplace was not as expected
- It was the wrong match between job and person
- Too little coaching and feedback
- Too few opportunities for advancement and growth
- The feeling of not being acknowledged and appreciated
- Stress as a result of overtime and poor balance between the business / private
- Loss of confidence in management
Why do people in work - struggle to retain talented employees
We use at least one third of the day at work. Therefore satisfaction is very important and unhappiness a serious matter. What does it take for employees perform maximum and remain motivated? Here are some of the important elements that should be present for that we get enthusiastic employees who thrive. High internal motivated employees perform better even when they have positions and tasks that may not seem quite so exciting in the first place.
- The ability to decide over important aspects of the job
- Social support from supervisors and co-workers
- Satisfaction with career, with opportunities for advancement within the organization
- Culture of being and being in the job for as long as it is properly
- Focus on work engagement, which represents positive feelings towards their job, instead of focussing on strains and negative reactions
- Culture of focusing on positive working (instead of negative or weaknesses) of the individual coping
- Highly motivated employees feel that their leaders strengthens their feeling of being competent in their job and encourages independence and development
- Extensive collaboration with colleagues also seems a positive effect on the employees' intrinsic motivation
Are you engaged as a leader?
A new survey by the research firm Sirota Survey Intelligence shows that when the leaders are apathetic and uninspired, there are three times as likely that those employees are there.
Spin off
Research also shows that a working day with humor, dedication and absorption in activities makes us so happy and satisfied that we after work feel that better boyfriends, better problem solvers and at all more eager to create a good environment in the home. According to researchers, it is the sense of commitment and not workload or work time which gives us a profit.
Take the temperature again
The temperature of the culture, the commitment of management, on ...? Take the temperature of what is important for the individual, management and business. Finding core values and career path for managers and employees. Develop awareness of career and what's important in order to thrive and be inspired at work. Both in terms of the individual's internal processes and environment needed to stay in business. It's about manager and employee satisfaction, the inner and outer processes.
0 comments:
Post a Comment