The process is flawed! We interview and people provide answers to get the job. They (the applicants) never once say
"Just so you know my crappy attitude shows up at 90 days and I start undermining people. At 6 months I lose my motivation and will want more money so please get prepared. Last, do not bother me with extra work because the?Quite Quitting?thing sounds pretty good and I will displaying that at about 9 months."
??????????????????????????PLEASE TELL ME You Are Laughing?
Employees: Let's get back to the Fundamentals:
- ?If you are hired to do a job and you get paid ...?DO THE JOB!
- Employees are NOT hired to demonstrate a negative attitude ...?SO STOP ACTING THAT WAY!
- ?Let's get back to doing a good job, going above & beyond the call of duty, and helping teammates out when needed with a positive demeanor ..?WOW THAT SOUNDS REFRESHING!
- When employees interview and say they are helpful and great teammates ...?ACT LIKE IT!
- If you (employee) are feeling undervalued or not challenged schedule a time with your boss and ask for feedback and REALLY LISTEN! It does not mean you need to agree yet its better than never talking to them and sharing your hardships with teammates who cannot really help you!
Look this has probably come off cynical to some and I am okay with that. Leaders and organizations ARE NOT in charge of employee's careers. They provide opportunities but at the end of the day its up to the employee so why do we put so much on the leader?
- Become fiscally responsible - understand balance sheets and general finances. Money often is the source of stress and that is void of the job. Employees should understand the financial position their employer is in where they can.
- Learn - the brain becomes stimulated through learning. Learning leads to progress which 76 % of the time leads to greater motivation according to the Progress Principle, research done at Harvard
- Ask for Feedback & JUST LISTEN - employees are NEVER taught how to seek feedback and embrace it (not agree with it) to become more professionally acclimated to it during high school or college. This leads to greater resistance to the value of feedback.
- Become a Great Teammate - this seems so simply yes Gallup just released ONLY 22 % of employees are engaged, the rest are actively (negative) disengaged and neutrally engaged (doing the job). The opportunity to differentiate one's self has never been easier.
- Learn Outside of Work - the brain is a muscle so exercise it. What we typically here is "the company should pay me for that time or train me". Sorry this is the wrong answer! If the company goes bankrupt do employees go bankrupt? NO! They are not in charge of employees, employees are!
Leaders have a huge responsibility in facilitating much of this content, yet it's not ONLY their responsibility !
Director of Project Management | PMO, Digital Operations | Managing Director | Director of Production | Team Leader
2 年Refreshing. Thank you!
Supervisor Management and Program Analyst at Department of Veterans Affairs
2 年Excellent article and video.. the video puts punch to the text. Thank you for this!
Risk and Compliance
2 年Brilliantly said. Employees should not bring their “true“ selves to work; they should bring their work selves to work. By following your guidelines, they can be their best and everyone benefits.
Increase Employee Resilience Improve Team Productivity
2 年refreshing perspective. I was surrounded by a # of QQ's in a few college jobs. Not only did they do bare minimum, they held other jobs and QQ at both institutions. They were not only not open to feedback, they undermined and backstabbed those trying to help them fully function at work.
Being the best means working with "the best"
2 年This is an edgy topic, but one that should be near and dear to any leaders heart. Our job as leaders is to set up others for success. To listen to feedback from others, and to remove obstacles or barriers in the development of others. We often sacrifice things ourselves so that others learn and accelerate their careers. But they're is a cost that sometimes goes unspoken. Leaders take it personally, and there is a price we pay as leaders when employees are not successful. It's painful when we cannot coach the uncoachable, and it weighs leaders down. Did we try hard enough? Did we fail them? Was it me? Uncoachable employees, those you describe in the article, make us as leaders question our abilities to lead effectively. We should, as organizations, teach the culture of self motivation and learning. We should drive the narrative that the outcome is theirs and that leaders are only there to give the tools needed to be successful. Not everyone who fails is because of poor leadership. Thanks Tim for the thought provoking topic!