MANAGING FOR EMPLOYEE
Every day, people from custodians and clerks to engineers and executives suffer at jobs that leave them feeling
unhappy and frustrated. A miserable job is pretty much the same for everyone,
regardless of the nature of the work itself. It's one that people dread going to because they know they will
come home with less energy, confidence, and self-esteem than when they left. Job misery can be devastating to
employees and their families and friends, and it has a very real effect on an organization's bottom line: loss
of customers, reduced productivity, and increased costs of recruiting, retention, legal fees, and workers
What is this program intended to achieve?
The one person in the organization who has the greatest impact on whether someone enjoys coming to work or is
miserable in his or her job is that person's manager. That is what Managing for Employee Engagement is all about:
helping managers engage, motivate, and retain their direct reports by eliminating the three primary causes of job
misery: Anonymity, Irrelevance, and Immeasurement.
- Anonymity - The feeling that people get when they feel unknown or invisible at work.
- Irrelevance - The sense that the work that people are doing has no real impact on the lives of others, and
that if they didn't show up for work, or do their jobs well, it wouldn't really matter.
- Immeasurement - The inability of an employee to assess his or her own level of contribution and
At first glance, these three factors seem obvious and easy to resolve. Yet they remain unaddressed by even the
most well-meaning managers.
What will workshop participants learn?
In this workshop, managers explore the effects of job misery on their direct reports, themselves and their
organization. The use the results of a 180-degree assessment, which they and their direct reports take online, or a
self-assessment that they take during the session, to identify the ways in which their behaviour causes employee
misery, and they learn simple yet powerful techniques for making employees' jobs more fulfilling and more
The workshop helps managers learn the following:
- The difference between an bad job and a miserable job
- The three underlying factors that make a job miserable, as presented in the Three Signs of a Miserable Job
- The costs of job misery and the benefits of reducing it
- How susceptible they are to each of the Three Signs - their strengths and weaknesses as managers
- How to know whether their direct reports are miserable
- Strategies for improving job satisfaction by eliminating the Three Signs
Managing for Employee Engagement is available in both half-day and full-day versions. The half-day program does
not include the full assessment tool or as much opportunity to practice new skills and strategies.
Attend Managing for Employee Engagement In:
Lethbridge Calgary Edmonton
Contact us now for a free estimate to deliver The Three Signs of a Miserable Job to your group.