What went wrong?

It is an inevitability that individuals leave their jobs. Sometimes leaving a position is a result of dissatisfaction with something within the organization (e.g., the manager, the hours, the tasks were too difficult/easy for the employee’s skills, etc.) and sometimes it’s a result of external factors such as a spouse’s job relocation or better opportunities elsewhere. There are many reasons why an employee may terminate his or her employment and often times this information is not well utilized by supervisors. Information regarding employee turnover can be evaluated to improve the work environment for current and future employees if leaders find that an organizational deficiency does exist. Continue Reading →

Work Stations

Employees typically spend much of their time at their desks working. I often joke that I spend more time at my desk than I do in my apartment. If we are spending so much time at our desks, what is the least we ask from our employers? How about the ability to add a few personal touches. Continue Reading →

The Way to an Employee’s Heart – Food?

Guest blog author: Maggie Coffey, marketing intern for Hireology

Inc. magazine recently published an article about improving employee morale. The author, Suzanne Lucas, suggests feeding your employees does just that – by boosting morale and making them happy. Continue Reading →

Survey Struggles


When assessing employee satisfaction it is important to be very cognizant of how to do so successfully. That is, it is easy to unintentionally measure something that is unrelated to workplace satisfaction. For example, merely asking employees if they liked a recent training program is not nearly as useful a question as asking how many times they used something they learned in the training program in the last month.

The first step in understanding employees’ perceptions is to know what questions to ask in order to elicit the most accurate responses possible. Many leaders in organizations attempt to create a quick survey in house to give to employees, but often times obtaining inaccurate information based on a poorly constructed survey can be waste a company time and money. Continue Reading →

All Work But No Play

As jobs require employees to take on more and more responsibilities and work, employees can get burnt out very quickly. Long hours and lack of resources can leave employees feeling anything but engaged on the job. While organizations are not currently always able to give employees large wage increases, there are other options available to keep morale high.

The Ping Pong Table and Bags set setup in a storage area at the TNSei office near Chicago. Employees can take a break, have some fun, and team build at the same time.

One of the most effective ways to take all the work out of the workday is to provide employees with opportunities to step away from the desk and refresh themselves. This does not have to mean that the organization needs to take extravagant measures, however, something as simple as a group lunch out can provide employees with a break. Not only does this allow employees to eat away from their desks, but also it provides valuable bonding among employees.

Continue Reading →

What’s in a Name?

Everyone working has one.  Our salaries and status in an organization depend on them.  They may significantly influence our self-identity.  So, what could possibly be this powerful? I’m talking about job titles. Continue Reading →

Always On-Call

Recent studies have investigated the inability for employees to psychologically detach from work while away from the office.  For instance, the majority of employers now supply employees with smartphone devices such as Blackberries.  With these devices comes an understanding that employees should respond to emails and phone calls even away from the office. Employees on vacation can no longer use the excuse of having limited Internet connectivity due to smartphones. Continue Reading →

Who Owns This Company Anyway?

After a great town hall meeting, I’m all fired up, feeling inspired as an important person in the company. The sales directors have just forecast a great sales future, adding to our faith and security while still coming out of a nasty recession. The CEO wants us to know that they really care about us as individuals and want us to like what we do and act in team spirit as high performers, when suddenly I say to myself, “Wait a minute. Why don’t I always feel this way?”

Now, I’ve been around the block when it comes to working for companies large and small during my working career and never once did I ever really feel a part of it. I did in spirit, like high school camaraderie, but there’s still that dividing line – company owner versus employee. Some days it feels more like master versus slave, captain versus private, kings versus surfs. And of course, the list goes on demonstrating how that feels.

So, there are those days I feel like just another slave taking orders and making sure I still bring home a paycheck. After work, I go home, have a glass of vino, and watch the tube. Do I feel good about that kind of existence? The answer is no, and if that kind of existence goes on much longer, eventually it festers into resentment, and resentment turns into disinterest. Disinterest turns into bad performance, and eventually one leaves, or is terminated.

I think what keeps most folks interested in their work are when they are praised for a job well done; have good leaders who believe in their talents and gets along with co-workers, and are satisfied with their pay. Ah, Life is good. Sigh. But is this all it takes to be a high performer? I think high performers don’t ask what the company can do for them, but what they can do for their company. To those of us who were around in 1963, that sounds very familiar. President Kennedy said, “Ask not what your country can do for you, but what you can do for your country.”

When you ask what you can do for someone or something, it puts you in the driver’s seat. You no longer feel like just another sweaty slave tilling the land. Now you are volunteering. And when you volunteer as opposed to just taking orders, and doing your job like a horse with blinders on, you own something. It’s no longer about a paycheck. It’s about a sense of ownership. You may not be legally the rightful owner of the company, but you when you think like an owner, your value as an employee increases ten-fold. For instance, think to yourself; what would I do in a difficult situation if I owned this company? What would I do to resolve an issue? Simply put, if this were my company I’d really scramble to find the answers I want to hear or find the best solution I could find if it were mine. I want to know if that’s the best price I can get for those new computers. I don’t want to just wait for someone else to tell me how to do it. I want to take ownership.

So, you’re not the owner of GM, The Hilton, BP, or Wal*Mart. Just think, without their employees they would be nothing and they know it. If they had not a single employee or contractor to move them along, they would be dead ducks.

With that thought in mind, who really owns these companies anyway?