Released in 2007, The Three Signs of a Miserable Job takes on the universal problem of job dissatisfaction. The book presents managers with a practical, new approach for engaging employees in order to maximize their potential. According to numerous studies, an employee's relationship with their direct manager is the most important determinant to employee satisfaction, more than pay, benefits, perks, and work-life balance.
The model gives managers the framework and tools they need to start that connection. The Employee Engagement solutions outlined below offer a variety of options to build an engaged, fulfilled workforce. For more on The Three Signs of a Miserable Job model and concept, click here.
The Three Signs of a Miserable Job model gives managers a framework and tools to engage, motivate, and retain employees by eliminating the three primary causes of job misery: Anonymity, Irrelevance and Immeasurement. At first, these three causes may seem obvious and easy to resolve. Yet, often remain unaddressed by even the most well-meaning managers. Those willing to make the commitment will enjoy a loyal, productive and enthusiastic workforce that will be a differentiator in today's competitive landscape.
People cannot be fulfilled in their work if they are not known. All human beings need to be understood and appreciated for their unique qualities by someone in a position of authority.
Everyone needs to know that their job matters, to someone. Anyone. Without seeing a connection between the work and the satisfaction of another person or group of people, an employee simply will not find lasting fulfillment.
Employees need to be able to gauge their progress and level of contribution for themselves. They cannot be fulfilled in their work if their success depends on the opinions or whims of another person.
Characteristics of Engaged Employees
Organizations, facilitators and managers willing to address the Three Signs of a Miserable Job will experience Engaged Employees who:
- Find fulfillment, enthusiasm and passion in their work
- Show more attention to detail
- Develop a sense of ownership and pride in their work
- Pitch-in in areas outside of their own responsibility
- Stay within the organization; thereby, reducing turnover
- Help attract other quality employees
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