I have had my share of bad jobs. The kind that made me groan
to wake up in the morning at the thought of going to work. Jobs that felt like
they were going nowhere and had no obvious redeemable features.
Thankfully that’s not the situation I’m in now. I love my
job and the company I work for (and I’m not just saying that because I’m
writing on said company’s blog). I look back on those awful jobs almost fondly
– they definitely taught me a lot and ultimately helped me get where I am.
Given my experience with bad jobs, my ears perked up when I
heard someone complaining about their job on the train the other day. I was
pretty taken by what they had to say and decided to post the following on
LinkedIn:
“A person behind me on the train complained about their boss,
colleagues and workplace nonstop from Chatswood to Hornsby. It wasn't
irritating, it was interesting and got me thinking.
1. Your boss and company culture, good or bad, make all the difference.
2. Why do people stay in jobs or workplaces they clearly can't stand? I
know there are reasons but I'm certain the stress and dissatisfaction can't be
worth it.”
It was the first time I had ever posted anything on LinkedIn
and I expected it might get one or two likes from friends or colleagues. Turns
out it received a lot more interest than that. Don’t get me wrong, I’m not
talking viral levels on engagement, just a relatively modest 48 likes and 19
comments (plus some replies). But it definitely drove home the fact that a lot
of people are, or have been, unhappy with their jobs. Here’s what some people
had to say:
“People stay stuck in what they know. Misery is comfortable – change
and improving your situation is not. I wouldn’t underestimate the power of
denial either – you can whinge endlessly about your job and still not be able
to admit that you’re not happy, as that necessitates doing something about it.”
__________________
“I don’t want to deny that there are far too many bad workplaces and
poor managers, but this person is deeply stuck in their own victim-hood.”
__________________
“It’s an employer’s marketing. What choice does a worker have? Bills to
pay. No time to even consider chasing another job where you may not be better
off anyway.”
__________________
Some people offered advice for those stuck in jobs they
can’t stand:
“Ultimately we are our own agents for changes. In any situation you can
choose to accept it, change it or remove yourself from it.”
__________________
“Always interesting to consider who is listening and it is a waster
opportunity not to consider the others in the train as the link to their next
job.”
__________________
“If a person is unhappy in their position they should change jobs. If
they decide to do nothing, then they should stop complaining and accept it,
because an employer will not change for you.”
__________________
While this is all very interesting and made me feel like an
internet celebrity for a couple of day, there are some important points to be
made about job satisfaction. According to a recent survey by the Chartered
Institute of Personal Development (CIPD), “almost one in four workers were
looking to leave their jobs because of the failure of managers to engage and
retain staff.” Job satisfaction is linked directly to productivity, staff
retention, loyalty and general health and wellbeing.
With so many employees apparently unhappy, workplaces
clearly need to do something to get them back on track. It’s tempting to think
throwing money at the problem will help, but unfortunately it’s not that easy –
according CIPD, remuneration is not necessarily linked with job satisfaction.
So what can be done to make work a less painful experience
for employees? Here are a few proven methods, according to the good people at 15Five,
Small
Business and Chart
Your Course:
Create a positive
work environment
This will look different for every workplace, but find out
what your gets your employees out of bed in the morning and offer that. Don’t
make assumptions – not everyone wants a foosball table or vending machines.
Engage staff to
evaluate satisfaction levels
On the subject of not making assumptions, don’t just assume
staff are happy because they’re not saying anything. Ask them and find out
what’s really going on. Be strategic and purposeful about this.
Recognise and reward
your employees
I’ve heard so many stories of people having their
contributions overlooked or their achievements attributed to someone else. Make
sure credit is given where credit’s due.
Treat all team
members with respect
This might sound like common sense but unfortunately it’s
all too common for workplaces to have a culture of criticising team members and
gossiping. Treat every member of your team with respect to make them feel
valued and appreciated.
Provide training and
advancement opportunities
PROVIDE, don’t just PROMISE. I can’t tell you how many “6
months from now…” conversations I’ve had. Inevitably, 6 months turns into 12,
which turns into 18 and I quickly realise I’m going nowhere. I know I’m not
alone in this and it’s a big part of why people just give up on companies.
Don’t be a workplace full of grumblers and complainers. Be
somewhere people can’t wait to go each day.
Christian Berechree joined Akolade’s production team in May
2016. He has a Bachelor of Media and Music and a Masters in Journalism.
Christian is a musical theatre geek and a new dad, and he’ll
happily spend hours telling you about either or both of those things.
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