So, our new employee has been on the job for nine days.  How do you think he is doing?  How did we do in our selection process?

Anyways…

Listening to an Employee

One of the fun things about my Wednesday blog is the research I do to find fun, interesting and pithy topics that allow me to use the double dose of sarcasm I was given at birth.   One of the wonders of “the google” is the element of surprise. Here is a little of what I found today:

“Another person quit today and I so wish it was me. That’s 2 this week. Weird day at work, we got the results of our internal employee satisfaction survey and apparently my office scored everything the lowest scores in the country. So our leader asked us to pick the 3 questions with the most important to us as an individual and make suggestions as to how we may fix them. They will compile everyone’s answers and address them in order of most popular choice down. I really wanted to write I have no suggestions as I strongly feel like you want to replace us all and start fresh. Good luck with that.  Of course I didn’t and I offered very pg “let’s all work together” suggestions. This weekend I will meticulously comb through job boards, who knows I may still here from the company I talked to on Tuesday.”

Ouch.

Gotta love the honesty of employees. By the way, it was posted on a personal blog. And it got a ton of hits.

Dublin’ Down

Here’s another found while using “the google”.

“Research has long confirmed that the primary employee motivator is not money, but job satisfaction: doing something that is worthwhile, respected, regarded, acknowledged and appreciated outweighs the take-home pay. Being a valued part of an organisation, the regularity of working life, the relationship with co-workers, colleagues and friends, the routine, the banter, the sense of belonging and the satisfaction of a job well done; these motivate people more than monetary gain, essential as that may be.

Being valued has many expressions of which remuneration is but one. Being devalued equally takes many forms. At a time when layoffs are necessary and increased workload may become a norm, respectful management of these events is crucial. When organisations layoff employees, “pause” posts, increase work load, introduce pay cuts, asks employees to generate their incomes and use anxiety as a motivator, the well-being of workers and their families are jeopardised.

Layoffs are also stressful for those who are retained and who suffer a combination of fear of being next and guilt at having survived “the chop”. Losing co-workers can cause anger, loneliness, guilt and fear. Assuming the work of those dismissed can feel like a betrayal and is resented. Feelings of collusion, treachery and selling-out can cause passive-aggression, sabotage and stress.

In contrast, necessary layoffs are understood if clear, honest, compassionate information is conveyed, good notice is given, assistance in finding similar work through advice and outplacement counselling and fair severance is provided, and if those who are to be retained are assured of the security of their jobs and given assistance in adapting to change. The losses that accompany recession are many: loss of stability, safety, prosperity and belief in a secure future. In uncertain times, careful attention to the humanity of people is essential. If we lose that we are truly in societal decline.”

Nothin’ to add on that one.

Who Would Have Thunk It?

Position: Oil Rig Training Specialist

Location: Philippines

Our client is a major oil and gas drilling company is expanding their current workforce and looking for Oil Rig Training Specialist. The position will be offered on a contractual or permanent position. The Oil Rig Training Specialist will be responsible for assisting in all aspects of training and development. Must be reliable, hard working and sensitive to other cultures. experience working in Philippines would be seen as a positive.

There were over 25 aspects of the job description, but only one caught my eye.  “Promoting a high level of productivity, teamwork, and employee satisfaction.”

Even on an oil rig, they get it in the Philippines.  Training and development leads directly to improved productivity, satisfaction, and employee retention.

As Mother Teresa of Calcutta once said, “To keep a lamp burning, we have to keep putting oil in it“.

Yes. that Mother Teresa.

Gotta love the google.