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Individuals often express frustration with their current work situation. The reasons for that frustration can stem from the change they are being forced to face with current organisational pressures, their feelings towards the organisation or the representatives of the organisation (management), or the fact that they do or they do not know where they are going with their current career.
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The roots of this dissatisfaction can be found in many places. If things are wrong in our working environment these tend to impact on our personal lives and family.
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If things are wrong in our family or social life then these cares are brought to the office.
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The wrongs can stem from frustration due to change or to many of the other organisational pressures that modern business can generate.
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All problems tend to get attributed to the organisation and the ‘job’. A negative attitude helps neither productivity nor wellbeing.
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Fear of job loss during recession does not necessarily mean that staff will be uncomplaining but it may mean they are more inclined to express their frustrations to colleagues or - perish the thought - to outsiders, maybe even customers.
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Unhappy staff are always less productive, less creative and often more disruptive than people who are reasonably content in their work.
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Whatever the problem, without a clear understanding of why there are frustrations no solutions can be put in place that will address them.
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The use of an outside Career Coach, who is seen as reasonable and impartial, can result not only in substantial gains in motivation and ultimately better output but also can bring cultural improvements within an organisation. The costs are very modest and the benefits almost immeasurable.
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Without clear goals there is risk of drifting; drifting leaves the future in other people’s hands. Managers do not always have the time to sit and listen or the knowledge to support analysis.
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By undertaking a detailed analysis of their current situation from a range of perspectives individuals can determine where their priorities for the short and medium term lie.
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Organisations can then plan to support or overcome those frustrations, initially for the benefit of the individual, but ultimately for the progress of the business and the benefit of all the stakeholders.
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Job satisfaction brings high motivation, often even in adverse conditions.
All of this activity leads to an improved quality of life for the individual and a motivated employee for the business.
