Get most of your Jobs

1
All Work No Say

• THREE REASONS WHY JOB INPUT IS ESSENTIAL
• Jody Urquhart
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THREE REASONS WHY JOB INPUT IS ESSENTIAL

• Reason 1 Low Job Input An Inflexible
  Workforce
• Reason 2 Low Job Input Low Morale
• Reason 3 Low Job Input
• Low Commitment High Turnover

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Reason 1 Low Job Input An Inflexible
Workforce

• Embracing Change Requires Say If a business is
  set up
• with strong, tight procedures (i.e. Do only as
  the policy
• book says), allowing little flexibility and
  input, then it will
• only do well as long as the circumstances
  appropriate to
• those procedures remain unchanged (which is
  never)
• Introduce change, and people become a critical
  factor.

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• When their jobs require response to changing
• circumstances, employees must be already well
  acquainted
• with thinking creatively and practiced in making
  quick
• decisions. The change shouldnt happen to
  employees it
• should happen with them. Since they are on the
  front lines,
• employees need to feel included in the change.

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Reason 2 Low Job Input Low Morale

• Do You Love the Job Youre With?
• Organizations make it hard to love the jobyoure
  with
• when they keep denying the strength of input from
  their
• employees. They end up with an unmotivated staff
  that
• shows up for work thinking, ho hum another day.
  A truly
• successful organization cannot afford to have
  uninspired,
• uninvolved employees working solely for a
  paycheck.

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• A disengaged workforce will contribute a bare
  minimum
• effort. In such a work environment, employees
  make
• careless and unnecessary mistakes trust is low
• negativity and turnover are high. Employees will
  be so busy
• reacting to what they anticipate their manager
  wants that
• their overall effectiveness is diluted.
• How can you motivate a workforce when its morale
  is low?
• Engage them. Every individual craves whole
  participation
• on the job, and that includes their thoughts,
  feelings and
• suggestions.

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Reason 3 Low Job Input Low Commitment High
Turnover

• The Commitment Conundrum Job turnover represents
  one
• of the major expenditures of organizations today.
  It costs
• anywhere from 4,000 to 70,000 to hire and train
  a new
• employee. Fortun Magazines 2003 report on
  Americas top
• employers says even though the economy is
  shifting into
• Low gear, the labor market is still stable, even
  a companies
• where a high number of service workers or manual
  laborers
• are employed.

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• It is an employees market, especially for those
  who are
• skilled. People find jobs that temporarily fit
  their needs, and
• if they dont feel their skills or input are
  utilized or if they
• can get paid better elsewhere, they will move.
  Its a
• commitment conundrum with employees continually
• wondering, Is this job a one-night stand, a
  quick buck, or is
• it a life calling?
• It is simply easier to be committed and engaged
  in an
• organization that respects your ideas and values
  your
• opinion.

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Thank You

• This is a small part of the book All work and no
  say by
• Jody Urquhart. You can go through the whole book
  by
• visiting All work and no say by Jody Urquhart