Inspiring Employees When Their Jobs Are Uninspiring - By Compliance Global Inc.
As much as employers and employees both want a place of employment of their dreams, some jobs are just not rewarding, inspirational, enjoyable, or even fun. Whether it is the work itself, the high turnover of fellow co-workers, the customers or even lack of opportunities, not every job can be a great one. This is where employee motivation training comes into play.
Instead of trying to paint a job as the best thing ever, it is better to address the shortcomings of such jobs honestly and directly through workplace training and for an employer to do what they can to improve conditions. To do otherwise is to keep churning through a constant turnover of employees, usually disgruntled employees at that.
Why Should You Attend:
Any job regardless of what it is, no matter how dirty, boring or challenging has features or issues an employer can control to improve the job and the workplace. Most employees want to do a good job regardless of circumstances. However, when a company takes an otherwise not so good job and does nothing to improve the factors under its control, all parties; employee, company and even customers are bound to be disappointed.
Oftentimes in an attempt to “crack down” on employee’s creative attempts to improve their situation, inexperienced supervisors heavy handed attempts backfire, making a poor job even more unbearable and leading to even more employee creativity and sometimes even sabotage. Such efforts foster an us vs. them mentality. The work becomes harder than it needs to be, the customers are disappointed, productivity and/or quality suffers, employees leave, even lawsuits can flourish that under other circumstances would never have surfaced. An overall bad situation merely worsens in all aspects and for all parties. However, it doesn’t have to be that way.
Areas Covered in this Webinar:
This webinar will help you to develop a process and a plan to audit your workplace to find ways to improve management/employee relations programs, intervene with disrespectful supervisors and actually turn employee attempts to evade their jobs into ways to improve their jobs.
Turning employee’s creative avoidance of their jobs into opportunities to improve the workplace
Honesty is the best policy – auditing your hiring, orientation, management and Human Resource functions to discover areas of opportunity for improvement
The one single and easy thing you can do that makes all the difference
Management – the key to making a bad job better
12 needless things managers do that make bad jobs worse
Livening up and intervening in “cubical coma” jobs
Rethinking how you manage production job employees
Jobs with low wages? The very real problems your working poor employees face every day; how you can help and how to keep such situations from impacting work
Micro actions = macro improvements
High stress/lob wage jobs - ways to improve working conditions
How to give employees control over what you can, how to know the differences and what to do if some take advantage
Minimizing the effects of the chronically disgruntled, that influence others negatively and unnecessarily
12 ways to almost guarantee your employees will tell you to, Take This Job and “Shelve” It
Who Will Benefit:
Plant Managers, Managers, Department Managers, Branch Managers, Store Managers, HR Generalists, HR Managers, Business Owners
Teri Morning, MBA, MS, SHRM-SCP is the President of her own HR Consulting firm, Teri Morning Enterprises and a new company Hindsight HR; employee relations and investigation management software. Morning is also affiliated with HR Performance Solutions as a compensation and performance management vendor. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 15 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is certified in Project Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.