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All Work & No Say THREE REASONS WHY JOB INPUT IS ESSENTIAL Jody Urquhart
THREE REASONS WHY JOB INPUT IS ESSENTIAL Judy Urquhart -----------------------------------------------------------------------------------------------------------THREE REASONS WHY JOB INPUT IS ESSENTIAL Reason #1: Low Job Input = An Inflexible Workforce Embracing Change Requires Say If a business is set up with strong, tight procedures (i.e. Do only as the policy book says), allowing little flexibility and input, then it will only do well as long as the circumstances appropriate to those procedures remain unchanged (which is never). Introduce change, and people become a critical factor. When their jobs require response to changing circumstances, employees must be already well acquainted with thinking creatively and practiced in making quick decisions. The change shouldn’t happen to employees; it should happen with them. Since they are on the front lines, employees need to feel included in the change. Reason #2: Low Job Input = Low Morale Do You Love the Job You’re With? Organizations make it hard to “love the job you’re with” when they keep denying the strength of input from their employees. They end up with an unmotivated staff that shows up for work thinking, “ho hum another day.” A truly successful
organization cannot afford to have uninspired, uninvolved employees working solely for a paycheck. A disengaged workforce will contribute a bare minimum effort. In such a work environment, employees make careless and unnecessary mistakes: trust is low; negativity and turnover are high. Employees will be so busy reacting to what they anticipate their manager wants that their overall effectiveness is diluted. How can you motivate a workforce when its morale is low? Engage them. Every individual craves whole participation on the job, and that includes their thoughts, feelings and suggestions. Reason #3: Low Job Input Low Commitment = High Turnover The Commitment Conundrum Job turnover represents one of the major expenditures of organizations today. It costs anywhere from $4,000 to $70,000 to hire and train a new employee. Fortun Magazine’s 2003 report on America’s top employers says evethough the economy is shifting into low gear, the labor market is still stable, even at companies where a high number of service workers or manual laborers are employed. It is an employees’ market, especially for those who are skilled. People find jobs that temporarily fit their needs, and if they don’t feel their skills or input are utilized or if they can get paid better elsewhere, they will move. It’s a commitment conundrum with employees continually wondering, “Is this job a one-night stand, a quick buck, or is it a life calling?” It is simply easier to be committed and engaged in an organization that respects your ideas and values your opinion.
This is a small part of the book “All work and no say” by Jody Urquhart. You can go through the whole book by visiting: All work and no say by Jody Urquhart
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