Posts Tagged ‘Employment’

Happiest and Unhappiest Jobs – Top 10 List

August 14, 2012 Comments off

I am a big fan of keeping employees happy.  Keeping people focused, motivated and happy gives organizations the extra horsepower to grow, long term.  I recently wrote a post asking if your employees are part of the 70% that are unhappy according to the Gallup poll.  Now, we have results in a different way, perhaps not as scientific, as well if you study their methodology and know they are a job seeker website.

CareerBliss recently posted its list of the happiest and unhappiest jobs in America, 2012.  The Happy 10 and Unhappy 10 are as follows.  The results surprised me, as many revenue critical jobs made it to the bottom 10 list.  If so, you might consider asking your employees who have the job titles in the bottom 10, “are you happy?”  The motivation might not just involve money, but that will be the subject of another post.

Happiest Jobs – Top 10

  1. Software Quality Assurance Engineer
  2. Executive Chef
  3. Property Manager
  4. Teller
  5. Warehouse Manager
  6. Administrative Assistant
  7. Customer Service Representative
  8. Accountant
  9. Systems Engineer
  10. Construction Manager

Unhappiest Jobs – Top 10

  1. Security Officer
  2. Registered Nurse
  3. Teacher
  4. Sales Engineer
  5. Product Manager
  6. Program Manager
  7. Marketing Manager
  8. Director of Sales
  9. Marketing Director
  10. Maintenance Supervisor
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Is Your Team Part of the 70%?

July 20, 2012 Comments off

Polls are everywhere, but one question, asked many different ways of employees, should challenge us as leaders to think differently.  On average, when asked if employees are excited about the work they do, 70% say no. The most recent was a Gallup Poll that said 71% of employees are not engaged in their job. That’s concerning, particularly in a recession.  Obviously, we need all the productivity we can get out of scarce resources, and that includes our team members.  Many business leaders have surmised that once things get better, they will have more passionate employees.  That is certainly one way to look at the situation, but I think passionate, engaged employees are a condition of company success, and not the other way around.  What do you think?

Four different levels of worker productivity. ...

Four different levels of worker productivity. Note that the population equals 248 and that the 64 workers produce 124 units of labor, instead of just 64. (Photo credit: Wikipedia)

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3 Ways to Find Go To People – They Get it Started, Get it Done

December 30, 2011 Comments off

Do you have a team that’s “Go-To?”  I recently read an article in the Ivey Business Journal titled: “Go to People: What Every Organization Should Have.”  Jeffrey Gantz sums the situation up in an interview: “You know”, said the newly appointed CEO of a large company, “I have more than 1000 people in my head office organization; 900 can tell me something’s gone wrong, 90 can tell me what’s gone wrong, nine can tell me why it went wrong, and one can actually fix it!”

How true:  We as leaders continually strive to leverage ourselves, but in the process we become the over-leveraged “Go-To” because we hire too many people who tell us something’s gone wrong; rather than hiring those who also have the skills to fix it.  It’s a hard dilemma to solve in an interview with a prospective employee, but one I continually work to perfect.

Leverage title screen

Image via Wikipediaually work to perfect.

It’s time to leverage our go-to people or find the right ones.  Here’s what I work on.

1. Ask or Watch –  Carefully – Does the Person Take Initiative to Solve the Little Problems?

2. How – Watch or See Examples

3. Look for a Conclusion to the Work – Did they Finish What Was Started?  Successfully?  How?

Once you have them, make sure you motivate them appropriately and send the right kinds of appreciation.  Define what makes a winner, reward them and always find ways to keep them.

Happy New Year

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One Thing to Consider When Hiring Employees and Partners

December 12, 2011 Comments off

I am amazed by the plethora of tools and validation techniques we all use when hiring the next employee and/or partner.  There are great tools out there to find the right person with the right skill and length of experience – and they’re getting better.  Check out as an emerging player addressing the needs of employer and employee.

The one thing overlooked by nearly all of the skill boards and employer sites is one thing to consider when hiring or engaging a partner.

It is, to ask:

What do you give of yourself outside of your employment?

I was lucky enough to attend a presentation by Roger Stabauch many years ago and the subject was building and succeeding with his own professional teams in business.  The question was asked, “how do you qualify great talent”.  The answer was full of wisdom:  First, it was his admission he even struggled identifying the best talent in his own companies admitting there is no secret formula. Second, he said to ask or find out what makes them passionate outside of their own individual lives?  The key is that if his prospect gives outside of themselves for others, they just might give outside of themselves for his company.

What’s your key to qualifying good talent?

On a lighter side:  Can’t compete with your neighbors house decorations?  Consider this innovative idea:

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