10. Broken Promises: They applied for the job because you promised “flexible hours,” but it turns out that “flexible hours” means that they are flexible to work the hours you need them. Not that you are flexible for the hour they have available.

9. Lack of Recognition: Don't give them any positive feedback for fear they might ask for a raise.

8. Given All the “Dirty Work”: When it comes to job assignments, you give the worst jobs to her best people because they can be depended on to do it right and not complain.

7. Lack of Respect: The manager has his wires crossed – he praises in private and criticizes in public.

6. No Chance for Advancement: When an opportunity for advancement arises, you hire from the outside rather than promoting from within because you need to keep that great employee doing a great job and are afraid you will not be able to replace them.

5. No Training: You don't believe training people is a good investment because “they’ll leave in three months anyway.”

4. No Attention or Authority: You are so busy fighting fires and doing “important things” that you never have any time to listen to employees, yet you don't give them the authority to solve problems themselves either.

3. Mind-Numbing Tasks: The work itself is boring and repetitive and you fails to find ways to make it more fun or more challenging for employees.

2. Failed to Hire Tough: The employee you hired was not a good fit for the position because you just put out the “Help Wanted” sign and chose the person who interviewed best or could start immediately because you were short handed.

1. Substandard Co-Workers: The great employee isn’t paid enough to put up with the hiring mistakes and poor management that will put up with– the people who turn out to be lazy, indifferent, or undependable co-workers.

Views: 5

Tags: Management, communications, motivation, profitablity, training

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Non-Operator
Comment by Mark Frank on December 1, 2008 at 9:51am
Mel,

Good post; how true. These and perhaps a few others that might be added follow up the position chart as well and know no positional boundaries. All of us need some introspection here, often times the people screaming the most for better treatment are guilty of the problem they blame their superiors for. We all need to look in the mirror and make sure we are practicing those behaviors we wish to see in others. Thanks again. I love the quote I recently heard, “become the person your dog thinks you are”.

Mark
Comment by pubmaster on December 1, 2008 at 9:32am
We always seem to tap our best people to be our Trainers - and they do pay a price. It takes a lot of extra time and patience to train and follow-up new hires. In the past, I've always worked on developing more trainers, in order to bring more diversity and spread out the workload.
We do work our best people, don't we?

Cheers

Non-Operator
Comment by Connie, One Fat Frog on December 1, 2008 at 5:22am
Mel, I really love the "failed to hire tough" and "substandard co-workers." I assumed management of an organization where the previous administrator had very lax hiring standards and equal ambivalence about performance. Let's just say it was a tough transitionary period but during that time I had numerous great employees thank me for taking control of the situation and sifting through the dead weight.

In ANY economy we should strive to hire the best possible candidate and NOT drop our standards. Once your reputation precedes you great employees will find you.
Comment by Bill Baumgartner on November 30, 2008 at 2:08pm
Mel,

I can't agree more. An underappreciated, underchallenged and utterly abused employee won't stick around for too long.

Great post.

Bill

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