WANTED Someone Who Wants to Work Part 3: Canada

And the saga continues. If you’ll recall Part 1 of this series, I worked myself into a proper frenzy, ranting about the massive lack of work ethic among employees and supposed business leaders today.?

In Part 2, I shared my revelation that if you just showed up for work, let alone actually applied yourself, it is relatively easy to look good to your employer, let alone be promoted faster.?

I shared my thoughts with another Master business coach, one of my best friends, who lives in Canada. He chuckled when I explained the research that I had uncovered. He told me that in Canada, they have problems In the workplace, but employees holding their employer hostage by not showing up for work wasn’t one of them. So, now he has my curiosity. According to Canadian labor law, he said that if an employee doesn’t show up for work and is unexcused for four days, the employee is considered to have abandoned the job. And if the job is considered abandoned, there are now grounds for dismissal.?

Before anyone corrects me on this issue, let me be clear that the United States, or at least certain states, might have a law like this in place. I just am not aware of it if there is. But for the sake of this story, our friends north of the border seem to have a solution to the growing chaos caused by lazy employees trying to play the system.

But hold the press. In a recent Forbes Leadership article, employers seem to have their own “under the radar” plan of attack. The article refers to three practices, one of which is “quiet cutting.” The article explains, “This is where employers reassign workers to new roles in hopes they will eventually quit so the company saves the cost of severance.” The report said that 24% of employers practice quiet cutting for reasons of performance management (72%), cost-savings (42%), reorganization (33%), and employee turnover (16%). And according to the report, these employers end up firing more than one in three of the employees they reassign.?

Quiet cutting seems to have backfired, ironically enough, in a bizarre way. When an employee is “quiet cut,” the process creates suspicion, mistrust, and low morale with the same employees trying to work the system.?

What?

In many cases, the same people trying to work the system are now distrusting the employer who has been paying them while trying to scam the system. It seems then that we’re back to square one. The simple answer is back to my suggestions in Part 1 of this series: deal with the current slackers and immediately implement a system to hire better people from the get-go.?

Those people are out there. They want to believe in the company they work for. They want to do a good job, and they want to improve their station in life for themselves and their family.?

If you’re a business owner or leader, you can either continue to play the game, be frustrated and mire down your success momentum, or put a plan in place to change things. A year from now, you’ll be glad you did.?