I thought of doing an analysis to find out the main reasons why people quit their jobs. When I think of ordering the following reasons from the most to the least reason that would make me quit my job, I would order them this way:
1- Bad Boss.
2- No room for growth.
3- Office is too far from home.
4- In search for better salary.
5- Annoying colleagues.
I would like to know what most people think the main reason to quit a job is. This is why I created the two links below:
The first one is a poll where you will vote only for the first reason that would make you leave your job.
The second is a survey where I need you to answer a few questions to be able to make a more detailed analysis. Please bear with me and answer both the poll and the survey to make me come up with realistic results in the end.
I wish to really have an actual measure of the market so please forward this link to all your friends, relatives and aquaintances who work and urge them to answer the poll and the survey. The more people contribute the more realistic the results will be.
I will leave this post active for one week and then I will reveal the results along with my analysis of them.
The first reason why I would quit my job is:
Have you ever been put in a situation were you have over due projects, you feel stressed and you think your employees are not giving their best? and on the other hand your employees are overloaded, worn-out and think that they are doing more than their best and that they are not appreciated?
On one hand you want to penalize your employees and on the other hand they believe they deserve bonuses and raises!!! What do you think is the best way to tackle such a situation?
I think the best way to deal with a situation like this is:
- Begin by evaluating all the reasons for the delayed work. Analyze them well and decide fairly what the real reason for the delay is. And be honest, if your poor planning is the main reason why you have over-due work, then admit it and blame yourself not your employees.
- Perform one-to-one meetings with your staff and listen to their concerns and suggestions.
- Re-evaluate your employees and if they need training programs in certain areas then conduct them.
- If all the three points above were in favor of your staff then give them bonus for being over-loaded because of you and thank them. And then ask them to put up with you until you finish all the delayed work. And then start a new planning and scheduling strategy that ensures you will not plan poorly again.
- If points 1,2 and 3 revealed that it is partly on you and partly on them, then conduct staff meetings and explain the situation. Be wise enough to make them admit that they partially caused some of the delay by admitting your faults first. End the meeting by giving them an incentive to work. For example: Suggest a big bonus when the work is done on time.
- If points 1,2 and 3 proved that it is entirely your employees’ fault, then conduct a staff meeting and explain the situation clearly. Promise all needed training programs. Set new deadlines with warnings for penalties if those deadlines were not met again. Make those penalties harsh to make your employees alert enough. But still close the meeting on a friendly tone by raising all the issues they discussed with you in the one to one meetings and your suggestions to resolve them.
The most important point that every manager has to understand is that he and his staff are one team. You are not competing with them and you are not in war against them. You have to act as one family to be able to deliver. This is why in all situations the manager has to be the leader, the coach, the mentor…. not the prosecutor.
I came across the article below, and I find it interesting. It is becoming a new trend that managers in some Indian companies have personal coaches who accompany them at work to help them become great leaders.
In the article they say that the most important issues those coaches help managers to tackle are: (as quoted from the article)
“Some of the common problems that executives need help with these days are: how to manage time? How to have influence and garner support across organisation? How to motivate self and other team members? People issues are emerging as a key problem area, according to coaches. “
I find this as a very positive step. I wonder if any manager would accept to do that here in Egypt. The first thing any manager would think of when asking him to do so here is: “and look as if I do not know everything?? and seem in front of my employees as if I need help?? … NO WAY!! “
This is an article that talks about a new restaurant in Germany that is fully automated. They replaced the waiters with computers with touch screens connected to rails to the kitchen. You order your food using the computers’ touch screens and a few minutes later your food comes running down the rails to your table!
I liked the idea very much, very fast and very efficient. But the draw backs as I see it are:
1- Not suitable for the elderly people as mentioned in the article itself.
2- What if something goes wrong? Yes, it is in Germany and all but nonetheless machines can malfunction any time. What happens then??? How do they run their restaurant? is there a backup plan or not.
3- The most critical point is, you already swipe your credit card after ordering. What if something goes wrong and you did not get your meal, is your credit card charged already?
4- I think most people would prefer a waiter with a friendly look and a nice smile. Human interaction is very important when it comes to serving food. What if I want to comment on something in my dish? What if it is not hot enough, what if I got a flavour I did not want,…what if??? Whom do I talk to!!
Not everything automated is good, I believe