Why 77% Of Americans Hate Are Job Haters...4 Steps To Making Work Work
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Only 6 percent of Americans say they love their jobs. Anywhere from 50 to 90 percent say they are job haters, depending on the survey. According to a Gallup Poll, with similar findings reported by Entrepreneur Magazine, approximately 77 percent of Americans hate their job. This reality costs American companies over...
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Only 6 percent of Americans say they love their jobs. Anywhere from 50 to 90 percent say they are job haters, depending on the survey. According to a Gallup Poll, with similar findings reported by Entrepreneur Magazine, approximately 77 percent of Americans hate their job.
This reality costs American companies over $300 billion annually in stress-related claims. And this doesn't even consider the costs in terms of absenteeism, turnover, and the loss of creativity and productivity. When you add it all up, the cost is in the trillions. Here's the good news: it doesn't have to be this way!
To inject satisfaction and fulfillment back into the American workforce, here are the top four workplace complaints and how to overcome them:
1. My boss doesn't recognize, respect, or reward my efforts.
Solution: Far too many bosses don't appreciate the fact that their employees are their most valuable asset and that it is only through happy, inspired workers will they ever achieve the company's full potential. What employees want most is recognition, inclusion, and acknowledgement. When workers feel appreciated, creativity and productivity soar, and absenteeism and turnover are minimized. And it doesn't take a lot of time or effort to express appreciation and concern. It's not even about what you do. It's really all about your attitude. People know when you care about them and they also know when you don't!
2. Why do people spend so much time gossiping and talking behind each other's backs?
Solution: People haven't learned three fundamental lessons. First, they must communicate their upsets and disappointments to the person who is the source of that. Instead, they communicate to others. This creates an environment of distrust. So please learn to be open and honest with your communication, and speak to the person directly.
Second, learn to communicate responsibly by speaking about your unfulfilled expectations and your disappointments. Don't accuse another. That is never productive.
Third, make it safe for people to communicate to you by just listening with compassion and getting their communication without getting defensive and justifying your behavior.
3. All the company cares about is the money.
Solution: This is a major reason why so many people hate their jobs. While there is certainly nothing wrong with wanting to make money, that is a lousy purpose for a company. Why? Because not to many people are inspired by making money, for someone else. So, the focus on making money is what results in the lack of creativity and productivity, and the absenteeism and turnover.
Instead, focus on creating a great company, with an inspiring vision, important values, a clear purpose, and a nurturing culture. Focus on the products and services and the environment. Make sure people feel ownership of the company and, as stated previously, feel appreciated, included, acknowledged, rewarded and cared about.
When this occurs, productivity and creativity go up, absenteeism and turnover go down, and the company actually ends up being far more profitable than before. So if companies are to fulfill their potential, they need to focus first on the business environment. The money will naturally follow.
4. I hate it when the higher-ups make major policy changes, never considering how they will impact us, the people who get the work done.
Solution: This is not a smart way of operating a company. When people do not feel included, when the fact that they too are stake-holders is ignored, they end up feeling resentful. This is when the gossiping and complaining shift into high gear and, instead of employees working to help the company fulfill on their objectives, it is much more likely they will work to sabotage those objectives.
Yes, it takes time to solicit everyone's views on major policy changes, but taking that time is always well rewarded in terms of people's commitment and loyalty. It's one of those instances where a small investment reaps a large reward.
By taking these four steps and others to solve these common problems, you will notice a change within your organization, the people you work with ... even yourself.
Author: Scott Hunter
About Author:
Scott Hunter "makes work work". He helps create relationships in the workplace that increase productivity, creativity, teamwork and profitability. He is a business coach & author of "Making Work Work". Become Outrageously Successful in Business in just 8 days: http://www.thpalliance.com/artofsuccessRandom related phrase:
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