Every new workplace I entered I noticed an all-too common pattern of disorganization from the start, which from the look of things, there was a lazy worker or manager somewhere lurking! I got that sinking feeling within the first hour and the voice within would say, "You won't be here for long. You know that you don't do well in cluttered office areas. There's a lazy and/or ineffective manager somewhere." My suspicions proved correct. Time and time again these were leaders who either burned out with trying to maintain everything (not just employees) or they simply stopped caring and was on to bigger or better things in their minds.
1) Cluttered Counter-tops
No one bothers to put anything back especially in the lunchroom? Things are left out, tables and counters are left dirty. No designated place for them when they are put away. So time is wasted looking for items. Management didn't enforce any rules on maintaining a clean, clutter-free work area.
2) Smelly Odors
I guess there wasn't enough money in the budget to keep the workspace area deodorized which caused people to bring things from home that were either too strong or not strong enough. In some areas, there was a multitude of nauseating scents.
3) Outdated Office Desks and Chairs
Looking around, I felt that in some of these work environments I was either in the 80s, 90s, or early 2000s. I really didn't like the retro look, I felt like we were stuck in someone's favorite time period who refused to move forward or make a difference in the present:(
4) Wrong Employees
Yes, there were plenty. You can tell the way they acted in the office and even the way they dressed, they didn't fit. Why were they still working in these places when they really didn't want to be there? I would send telepathic messages, "Find another job, find another job!" I think it worked.
5) Never-ending or delayed construction projects
There wasn't any start and finish time in place, there couldn't have been! I saw more contractors stop and start projects for long periods of time or maybe these companies were financially challenged, hmm, that's it. Can we say, "We need payment..."
6) Disorganized drawers and shelves
Now what exactly is going on in these spaces? Nothing. 20 plus years of paper work piles Pens that don't work. Dried up highlighters. Dated freebies with company names that no longer are in business. Files that were rarely opened or updated. Out-dated office equipment that had long broke. No one bothers to get rid of anything to make room for anything new (sigh).
7) Unclaimed shoes, coats and more.
The lost and found is just that! No one bothered to claim anything and no one is planning to do anything with the goods for fear that they will be labeled a "thief." It is okay to make announcement that within 30 days of the item being picked up, one is welcome to either rummage through those items or donate.
8) Dirty furniture
I never understood how anyone could continue to sit on something that no one knows where that stained came from or touch a chair that is obviously dirty while proceeding to shake someone's hand. Fabric furniture and carpeting are nothing more than dirt collectors. Companies should invest in furniture that can be easily wiped off with a soft cloth and flooring that all you need is a broom and a mop.
9) No cleaning supplies
I get it, many of these leaders don't want to get their hands dirty so they make sure that all cleaning supplies and trash bags are brought by the housekeeper. However, when things get dirty and trash needs to be emptied and there is no housekeeper for a time on the budget, wouldn't it make sense to step-it-up by a mop, a vacuum, trash-bags, and cleaning supplies and keep the office area clean? Oh, that's right leadership is too good for that, hmm.
10) Disorganized computer desktop and related files
What on earth is this? Way too many files saved on the desktop. One can't find a requested file, instructions, template, graphic design, nothing! No wonder the computer applications run slow! Is that an old 90s software program on here? I would love to clean this up, but do I want to touch the keyboard and mouse?
These were my first impressions of so many work areas. Let's clean house before we post ads on job boards. If you want the best to stick around, make that work environment look the best!
Nicholl McGuire maintains this blog and others such as an Organizer Blog and Bored? Looking for Things to Do?
Sunday
Workplace Training Mistakes, How You Deal with Them Will Make or Break the Training Process
Managers, have you ever cautioned, warned, scolded, or had to re-train a new employee for the umpteenth time who developed a pattern of making workplace mistakes?
Impatience, annoyance, frustration, regret, or anger may have been emotions that some of you in leadership roles may have felt. However, if the employee finally caught on to the process, then you were most likely relieved, ecstatic, satisfied, or grateful especially if they positively impacted your job. How did you deal with the employee making the mistakes from the start and did what you do or not have a lot to do with why they are a success now? Most likely yes!
Every company has a routine or process that must be followed to get results. When new employees are not trained effectively or are left to manage process on their own, they are set up to fail. It isn't any wonder why some new hires will quit as soon as they start when they see there is no one or nothing that helps them perform their jobs successfully. In addition, they may not have felt welcomed from day one and unfortunately discovered that there were no tools prepared to help them do their jobs.
Some poor managers have dealt with workplace mistakes by doing the following: being overly critical, ignoring them because they plan on leaving their jobs, respectfully addressing them, or posting mistakes up in view as a way of shaming an employee into performing better. Depending on the personality of some workers, they will simply not catch on no matter what they are told or done to them.
Managers who were simply too impatient, too quick with explanations, short-tempered, or over-the-top during the training process, most likely were unable to keep anyone around long term whether the new worker was quick to learn or not. If you are looking to keep someone, you have got to be understanding about unintentional errors and willing to shell out some praise and appreciation when a new employee finally does things right.
People, who are already negative about their workplaces, should never be put in positions to train others, no matter how good they might be at their jobs. When a leader makes the mistake of doing that, he or she will suffer the consequences left behind by the old employee/trainer. The relationship with the new employee starts off being challenged, because he or she has been told much unflattering things about the leadership and coworkers. The new employee may not trust the manager, supervisor or coworkers who were not liked by the old employee. Sometimes if you want good training, you are going to have to do it yourself whether you would like to or not if there just so happens to be bad blood between you and others.
When it comes to a new employee making mistakes, a manager will need to remember the following:
1. Be patient. Remember someone had to be patient with you and fix your errors, so why not do the same?
2. Avoid talking unnecessarily to fellow coworkers about the new employees' errors. You may be creating division between workers from the start without even knowing it.
3. Demonstrate self-control regarding the joking and name-calling concerning a new employees' errors. You will come across as looking like a workplace bully even if you claim you meant nothing by your statements. A complaint made to the human resources team will be dealt with and will most likely mean something.
4. Never assume that a new employee knows everything about the job, the computer applications and more just because he or she has worked elsewhere using similar tools. Oftentimes, companies will customize certain applications to fit their specific environment; therefore, one may not be able to jump in right away and start working.
5. Make time to answer questions and avoid blowing an employee off during their time of need. No matter how you might feel about the questions and interruptions, keep in mind you want this employee to do a good job. Their work is not just a reflection of his or herself, but you as well as the team.
6. Don't rage in view while a new employee is still learning. You look mentally unstable and he or she will consider to leaving the job sooner rather than later. Who wants to work with a ticking time bomb, someone who you have to walk around on eggshells for fear they might freak out?
7. Keep personal conversation such as marriage, interests and hobbies to a minimum. With new employees, a first impression is a lasting one and if you get too personal, he or she may form a judgment about you that will be hard to dispel later on.
If you noticed from the information provided in this article, that much of what makes or breaks the training process is not with the new employee, but with the trainer who trains the new employee.
When we think about those who were good trainers, who might come to mind? What did they do that was quite helpful when they trained you? You might want to utilize some of those tactics. Training employees doesn't have to be a challenge, but it becomes one because some trainers simply don't want to follow wise counsel. Trainers' mistakes are what ultimately costs the company much money every time a new employee quits or is fired and has to onboard yet a new employee.
Nicholl McGuire is the author of What Else Can I Do on the Internet? and other books
Impatience, annoyance, frustration, regret, or anger may have been emotions that some of you in leadership roles may have felt. However, if the employee finally caught on to the process, then you were most likely relieved, ecstatic, satisfied, or grateful especially if they positively impacted your job. How did you deal with the employee making the mistakes from the start and did what you do or not have a lot to do with why they are a success now? Most likely yes!
Every company has a routine or process that must be followed to get results. When new employees are not trained effectively or are left to manage process on their own, they are set up to fail. It isn't any wonder why some new hires will quit as soon as they start when they see there is no one or nothing that helps them perform their jobs successfully. In addition, they may not have felt welcomed from day one and unfortunately discovered that there were no tools prepared to help them do their jobs.
Some poor managers have dealt with workplace mistakes by doing the following: being overly critical, ignoring them because they plan on leaving their jobs, respectfully addressing them, or posting mistakes up in view as a way of shaming an employee into performing better. Depending on the personality of some workers, they will simply not catch on no matter what they are told or done to them.
Managers who were simply too impatient, too quick with explanations, short-tempered, or over-the-top during the training process, most likely were unable to keep anyone around long term whether the new worker was quick to learn or not. If you are looking to keep someone, you have got to be understanding about unintentional errors and willing to shell out some praise and appreciation when a new employee finally does things right.
People, who are already negative about their workplaces, should never be put in positions to train others, no matter how good they might be at their jobs. When a leader makes the mistake of doing that, he or she will suffer the consequences left behind by the old employee/trainer. The relationship with the new employee starts off being challenged, because he or she has been told much unflattering things about the leadership and coworkers. The new employee may not trust the manager, supervisor or coworkers who were not liked by the old employee. Sometimes if you want good training, you are going to have to do it yourself whether you would like to or not if there just so happens to be bad blood between you and others.
When it comes to a new employee making mistakes, a manager will need to remember the following:
1. Be patient. Remember someone had to be patient with you and fix your errors, so why not do the same?
2. Avoid talking unnecessarily to fellow coworkers about the new employees' errors. You may be creating division between workers from the start without even knowing it.
3. Demonstrate self-control regarding the joking and name-calling concerning a new employees' errors. You will come across as looking like a workplace bully even if you claim you meant nothing by your statements. A complaint made to the human resources team will be dealt with and will most likely mean something.
4. Never assume that a new employee knows everything about the job, the computer applications and more just because he or she has worked elsewhere using similar tools. Oftentimes, companies will customize certain applications to fit their specific environment; therefore, one may not be able to jump in right away and start working.
5. Make time to answer questions and avoid blowing an employee off during their time of need. No matter how you might feel about the questions and interruptions, keep in mind you want this employee to do a good job. Their work is not just a reflection of his or herself, but you as well as the team.
6. Don't rage in view while a new employee is still learning. You look mentally unstable and he or she will consider to leaving the job sooner rather than later. Who wants to work with a ticking time bomb, someone who you have to walk around on eggshells for fear they might freak out?
7. Keep personal conversation such as marriage, interests and hobbies to a minimum. With new employees, a first impression is a lasting one and if you get too personal, he or she may form a judgment about you that will be hard to dispel later on.
If you noticed from the information provided in this article, that much of what makes or breaks the training process is not with the new employee, but with the trainer who trains the new employee.
When we think about those who were good trainers, who might come to mind? What did they do that was quite helpful when they trained you? You might want to utilize some of those tactics. Training employees doesn't have to be a challenge, but it becomes one because some trainers simply don't want to follow wise counsel. Trainers' mistakes are what ultimately costs the company much money every time a new employee quits or is fired and has to onboard yet a new employee.
Nicholl McGuire is the author of What Else Can I Do on the Internet? and other books
Saturday
What Your Black Coworkers, Employees Wish You Knew
Before I decided to take a moment to update my blog today, I saw the following: 4 things your black employees and coworkers wish you knew —and how you should offer allyship and support So I decided to not write something that pretty much says the same thing I want to say. I agree with the article. I simply can't bring you peace of mind on how you feel and what you should have, could have done to right wrongs from your past. Let your personal faith and your therapist help with that. Enjoy the article.Nicholl McGuire
Subscribe to:
Posts (Atom)