What Makes a Job a Crummy Job?

Employee retention has garnered a great deal of attention as a result of the notoriously short stints of Generation Y employees.  The battle for talent requires more strategic tactics than ever.  But, as many employers have learned, getting them to stick around after they arrive is just as difficult.  As a result, more and more employers are spending more and more resources on employee perks of every variety.  But are some jobs just so unbearable that no perk can entice employees to stay?

crumbs on a plate with fork

BNet has a recent article explaining the “five telltale signs that recession is putting your organization in a chokehold, and possibly making your job unbearable.”

Four of the five signs that your organization is in trouble and that your job is about to get “crummy:”

1.  Loyalty goes out the window. Employees, who normally work to please others, with whom they’ve developed an emotional relationship, instead become transaction-oriented.  Instead of wanting to satisfy those people in the workplace who are important to them, employees turn inward and do the minimum required to satisfy their obligations.

2.  Bad news comes from the top.  Middle managers get stuck with giving bad news that they didn’t create or relaying tough decisions that they did not make.  This makes them an undeserving target.

3.  Office politics get as heated as any campaign season.  When employees smell the fear of layoffs, they switch from the defensive to an offensive approach.  To avoid the chopping block, they start pointing fingers as others, hoping to divert attention away from themselves.

4.  Innovations come to a stop.  There is no room for change, so goes the line of thinking during tough financial times.  Inhibiting creative thinking is stifling to many of the best employees.  And those who aren’t stifled stand to suffer even more because the ideas they do offer are shot down, leading to hurt feelings. 

There’s no prediction of a sudden economic upswing.  Until there is, employers should be on the lookout for signs that employees are becoming dissatisfied.  As much effort should be made to prevent layoffs as goes towards preventing employee disengagement.