What is the impact, morale-wise, on other employees who see that those that quit on the job are still being paid a salary and that this behavior is tolerated and hence, encouraged, because nothing is being done to address it?
Quitting on the job begins when the manager does not make expectations clear. It doesn’t matter if it is a “small thing” like being on time to work, or a “big thing” like not completing a critical report when it is expected.
Solving this problem starts when managers make expectations clear. Every employee needs to know what is expected of and from them. This is doubly important if the employee is a manager of others.
If a manager is not well managed, you can bet that those that report to him or her will not be well managed. The organization killing virus of “hazy expectations” will cascade to every single person in the department. Some will escape from it by leaving the company, and some will fight it because of who they are, but many will stay because it is easier to be expected to do nothing and be paid for it than to buck the system and try to change it.
If expectations are clear and understood, those expectations have to be managed. If I am made clear as to what is expected of me, my manager has to make 100 percent certain that I have the needed tools, skills and other resources to complete the assignment.
Just because I have the tenure, seniority, age, education, background or you like me does not make me capable. Just because I told you I am capable does not make me so. The sooner you find out I am capable (or not) the better for you and the company.
When expectations are clear, and the task has been assigned to someone that is capable, the final step in the process is that the manager has to hold the individual accountable for getting things done to a certain quality level by a certain deadline.
This thing called accountability is not punishment nor is it micromanaging. Accountability is not yelling, screaming, pounding desks or making people feel bad. It is simply a process that an organization uses to make progress towards goals.
It is the responsibility and obligation of every manager and every level to hire the right people, make expectations clear and to hold people accountable. To do less than that is an insult to those who come to work to accomplish what was asked of them.
Super Job For You gives information on how to get a job and how to hire good people. If you are looking for Cast Parts Jobs look at this website. This Castings Blog will give you more information you can use for manufacturing.
