Why I prefer an internet marketing home based business versus a regular job.
I think that most of us who are at least 30 years old have experienced some form or another of dissatisfaction with one or more of the jobs we have worked at in the past. Some of this dissatisfaction sometimes have to do with how you like or don’t like the job itself. Sometimes, it has to do with how we are being treated by the managers or bosses of such jobs. In my case, this has caused me to find ways to be my own boss so I do not have to deal with vindictive, mean, unqualified managers much longer.
Are Companies Creating Disgruntled Employees?
I have been working in the manufacturing industry for over 30 years now and I can’t begin to tell you how many times I have come across some of the worst, unprepared, untrained and unqualified bosses I have ever seen in my life. In my 30 plus years of working, I have come upon companies that had some or a combination of these traits of poor management in many of their managers. I am sure that most of us have at least run across a few of these traits. As a young man, I have walked out (quit) on some very good jobs due to the fact that I could not work under a few of these poorly trained and unqualified managers. Yes, I think that companies themselves sometimes contribute to the creation of the disgruntlement of their employees due to lack of training and oversight of their managers.
Here are some of the more common traits of a poor unqualified manager:
- Suck Up
- Poor Communicator
- Terrible Listener
- Always Right
- Never Praise or Encourage
- Unrealistic and Demanding
- Tolerates Mediocrity
- Relishes the Suck Ups
- Take Credit for Other People’s Work.
What can be done to prevent it?
According to Joseph Folkman on his article: “What causes employees to become disgruntled and what can be done to prevent it?” on the Harvard Review, there are things that managers ought to be able to do to earn their employees trust back. Here are some of those key points he is talking about.
- Employees want bosses to encourage them more. When we asked the unhappy 6% to name the skill they thought was most important for their boss to demonstrate, the top response was “Inspire and motivate others.”
- They want more trust from managers. It’s probably not surprising that both parties — unhappy employee and boss alike — distrust each other. The key to restoring trust is to operate with the belief that the other party can change.
- Take an interest in their development. If a person works hard and gets a pay check he has a job. But if a person works hard, gets a pay check, and learns a new skill, she has a career.
- Keep them in the loop. Communication is fundamentally a management function, so this responsibility rests squarely with the managers.
- Be more honest with them. People want to know how they’re really doing on the job — and the one’s not in favor perhaps even more than the one’s feeling the warm glow of approval.
- Connect with them more. Anything managers can to do improve their relationship with the disgruntled employees will have a significant positive influence.
As I have learned throughout the many years that I worked in manufacturing, a lot of times those of us that work under some of these managers have to be able to ask the same questions of ourselves. Are we blaming all the faults on managers without asking whether we are quality of having some of the same traits of a poor manager? Yes folks, it works both ways. Whatever traits a poor manager can inherit can be inherited by poor employees themselves too. Companies have to identify these problems on both the management side and the employees side of the isle in order to bring both sides together to find a solution that work for everyone.
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