You may or may not know this about me, but I was a federal officer for several years serving the U.S. Courts and its judges. While I am happy I have left this career behind, I still keep in contact with some of my former colleagues and judges who tell me, sadly, that many of the management techniques and administrative operations remain the same.
I say "sadly" because it is many of those same order of operations that catapulted me into finding a new career as well as a new lifestyle. Don't get me wrong, I have no regrets about leaving the government-world behind and starting anew but had things been a bit different, I may have stayed until retirement. Afterall, I felt I had developed a good reputation; I was working in a career that matched my credentials; I felt cerebrally challenged; and I had created some incredibly strong friendships. However, when I noticed that I and many others were being continuously ignored when attempting to communicate what I felt would be more effective or beneficial to our department, I finally decided to turn in my shiny badge and pursue other endeavors.
So what are my friends and former colleagues telling me that hasn't changed?
First, the turn-over rate remains startling high. Why? In my opinion, the administration has been too focused on implementing and maintaining systems that have forced them to forget the people-side of business. While I believe systems are very important, the employee should always come first. When employees are respected, appreciated, trained well, and listened to, they want to perform and remain at their jobs which then lowers the rate of turn-over and saves corporations and businesses hundreds of thousands of dollars if not millions in interview costs, loss of time, and new employee training.
Secondly, a lack of true support runs rampant in today's work environment. Employees don't feel they are performing duties that are truly matched up with what they wish to do. They then feel creatively-stifled and innovation-depleted and despite several talks with the powers-at-be, feel their requests are repeatedly ignored. If businesses began to listen to their staff more frequently and place them in divisions that are in alignment with the employee's skills and desires, more folks would come to work satisfied, excited, and passionate about their jobs. This of course then leads to more productivity. A true win/win if you ask me!
Thirdly, I've been informed that the workload is incredibly overloaded and they feel as though they cannot keep up. Stress levels are at an all-time high as a result, not-to-mention personal illnesses. If these individuals have high demands placed upon them that cannot get met, the stress increases and illnesses persist preventing them to come to work and stay on top of workload that is already out of control. This brings me back to my first point, if we treat employees well, the turn-over rate will be low or not exist at all. What has happened is that the budgets have lessened and companies cannot therefore replace individuals who have left. The effects of this high turn-over rate have been that the employees who have remained are suffering higher workloads because their former dissatisfied colleagues that left have not and cannot be replaced. Had effective management and leadership been operating at an optimal level, the former employees more-than-likely would not have left and would be working right along side the current employees, keeping workloads down, stress levels at a minimum and sickness at a considerably lower percentage.
My hope is that corporations (the government included) and businesses will begin to focus on the important role that their employees play in the everyday operations of a business. Without their staff, their business would not exist. Further, I also hope that corporations and businesses will realize their crucial role in everyday operations: they are to find out the needs of their staff and provide immediate solutions to any problems that may arise while treating their employees with dignity and recognizing their strengths/successes that must be rewarded.
My final point is: We all have a role to play and it is important to communicate our wishes and desires to our managers and bosses. If we do not dialog with these folks, then we are accountable for our dissatisifaction with our job. So, just as much as I am asking administrators to re-examine their roles, I am asking you as an employee to evaluate what role you are playing at your job (in the area of dissatisfaction-perhaps you complain aloud frequently, don't participate in company functions or meetings, etc.) and how you might be adding to that dissatisfaction?
Risky question to ask but the risky ones always bring about the best answers!
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