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5 Tell Tale Signs Your Employees Lack Passion For The Job

1. Fear of making mistakes

If your employees are more concerned about the consequences of making a mistake than taking the risk then failing and learning from their failure, you have a problem. What we suggest is turning things around by celebrating employee failures. According to the Bayt.com Learning in the Middle East and North Africa Workplace, March 2015, 73% of professional respondents say their organization encourages people to openly discuss their mistakes and learn from them. An attitude like this gives employees the freedom to take risks, keeps the passion alive, and encourages entrepreneurial and innovative thinking.

2. Information is exclusive

A clear sign of trouble in the organization emerges when essential information becomes exclusive to a small elite of employees, particularly key information such as company and department objectives, performance and financial results, strategic plans, etc. Privileged insider information should have no value because there really shouldn’t be any in the first place. All information needed to plan, strategize, innovate, measure performance and succeed should be freely shared across the company. The good news is, 72% of respondents say that they have a culture of transparency and honest communication in their workplace, as per the Passion for Work in the Middle East and North Africa poll, February 2016.

3. Everything happens via email

If you notice that your employees are doing business exclusively via a computer screen, or communicating with each other that way, even when a phone call or face-to-face meeting would be almost as convenient, that’s often a red flag. It may mean that they feel their jobs aren’t worth the extra effort that a face-to-face meeting, or phone call, requires. Face-to-face meetings are always the most powerful approach to building rapport and trust, so set an example yourself by meeting clients and teams in person whenever you can, and encouraging employees to do the same. Over time, your employees will see how much more effective the personal element can be.

4. Employees don’t help each other

Look closely at how your employees interact among themselves. Employees who aren’t invested in your organization’s future usually won’t go out of their way to give pointers to the new hire or proofread a colleague’s report, for example. If this is happening in your company, start by matching up new hires with seasoned employees who can mentor and encourage them. The new hire will appreciate the personalized guidance and mentorship. Plus, the more experienced employees will soften when they see how fulfilling it can be to pass on their knowledge and expertise. One-on-one mentoring by a peer/manager was identified as one of the most preferred methods of training by 30% of survey respondents, according to the Career Development in the Middle East and North Africa survey, January 2016.

5. Things just don’t seem to get done

When employees miss deadlines or other important milestones, your first instinct may be to dish out the consequences. By all means, hold people accountable when they don’t meet their obligations. But before you do, begin by examining how your own actions may have contributed to the problem. Do you find it difficult to delegate important projects? Do you insist on running every new idea through you before letting an employee pursue it? If you engage in behaviors like these, you may be making it hard for employees to own their own projects, or finish them on time.

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Written by nigeriahow

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