ONE: The team that falls under the purview of the said supervisor is continuously crippled with high employee turnover.
TWO: There are wayyyyyyyy more new hires than experienced employees.
THREE: There is no clearly delineated path to promotions.
FOUR: Only a small number of lucky and favorite employees are afforded the opportunity to acquired news skills.
FIVE: The blame for mistakes is always assigned to specific employees.
SIX: The credit for good ideas is never assigned to specific employees.
SEVEN: The methodology to rectifying contentious situations is unclear at best.
EIGHT: HR arbitrarily escalates conflicts between the said supervisor and her/his employees.
NINE: Rule infractions of the lucky employees are ignored while disagreements with all others fester into gigantic blowouts… Think the worst professional behaviors that include nasty electronic reprimands and screaming matches in front of other co-workers.
If you are an employee, please read this post which highlights tools that will help you survive in such hostile working conditions while you are looking for a new job.
If you are the leadership, you must address this situation ASAP or continue to deal with the many costs that are associated with employee turnover that you know too well such as recruiting, interviewing, pre-employment screening, training…. Do you really want to continue running the risk of losing business because you didn’t have the labor force to accomplish the entire workload as your department remains chronically shorthanded?
If you need assistance to measure employee satisfaction, email us at jms@branding24seven.com and the JMS team will help you identify new ways to achieve optimal levels of employee engagement.
So, what are your thoughts? Did we miss anything? What have been your experiences? Please share below or email us if you would prefer that this blog covers a related topic further.
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