The Number One Failure Of Employees

Are you always complaining?

As employees, it is easy to blame management when something goes wrong or when we feel that life is unfair. In fact, if you notice – the usual lunch time topic usually is about bosses and the unfair treatment we receive.

In this article, you will discover the NUMBER ONE failure of employees. All other weaknesses actually link with this key failure and if you, as an employee, make the effort to overcome this failure, you will definitely be an outstanding team member. This is because most employees are not aware of their condition and only outstanding individuals have the courage and humility to recognise this weakness and do something about it.

Are you ready to discover the ONE THING that an employee cannot fail to do?

Are You a Serial COMPLAINER?

There was once a CEO in my training class who commented that there was one thing which he could not tolerate – ungrateful employees – those who have forgotten the hand which fed them.

Here’s the reason why it is easy to be a complainer:

When I complain, I am actually making someone else look bad so that I can look good. Complaining provides a temporarily relief from responsibility and ownership. It transfers the “heat” to someone or something else. In other words, playing the blame-game shifts the negative attention to any sources other than… myself.

Here’s a “blame-detector” list for you to consider your CQ (Complaining-Quotient):

• My favourite words when things go wrong is “who” and “why” i.e. who is to be blamed and why is this happening (rather than “what” can I do or “how” shall I solve it).

• I do not express thankfulness for what I already have. Instead I constantly compare and lament about what I do not have.

• I am helpless and there are so many factors outside of my control – what can one person do?

• I refuse to let others think lowly of me. Admitting my fault is a sign of weakness.

Herein lies the challenge: Complaining comes naturally. It is almost second-nature.

This is where the employee fails – when faced with the pressure to perform, he chooses the easier way of complaining about his circumstances rather than challenging himself to rise above the circumstance. When the going gets tough, the tough gets going. Yes?

Here’s the ONE Failure

When under pressure, the employee chooses to be a Complainer rather than a Contributor.

How to Become a Serious CONTRIBUTOR

A Contributor is an energy-giver.

Every manager has one unspoken expectation of the employee – in addition to fulfilling your job description, I expect you to bring positive energy to the team.

A Contributor generates positive energy – he is usually caught doing the following:

·He is enthusiastic and displays a contagious smile.

·He looks for the good and is generous with complimenting others.

·He is grateful and expresses his thankfulness.

·He is quick to apply what he has learnt.

·He resolves conflicts and is an accepted facilitator.

·He does more than is required, looks for ways to serve others.

·He has a decent sense of humour!

As a Contributor, the employee takes it upon himself to create energy rather than consume energy. Here are two extraordinary anti-complaining attitude which a Contributor possesses that sets him or her apart from the ordinary Complainer.

1. The Ability to See from Above

Let’s say you are complaining that your salary is insufficient – how do you transform this into a contributing request? Instead of complaining about the high cost of living and industry benchmarks, examine how an increase in your salary actually helps your manager meet his goals.

In other words, how will the increase of your salary contribute to the increased fulfilment of your authority’s objectives.

Most employees know what they want but they are not attentive to what the boss wants. If you are able to link your requests to the actualisation of your boss’ goals, then you are creating positive energy.

2. The Willingness to Sacrifice

Most employees would complain – period. That is the starting point of being an energy taker. In addition to seeing the situation from your manager’s perspective, what are you willing to sacrifice in order for your request to be fulfilled? For example, what are you willing to give up or do extra in return for an increased salary? What are you willing to give before you qualify to receive? It is so easy to complain and let others know what you want – but it is the extraordinary employee who considers what he can do first.

Here’s the tip: Transform your reputation in the workplace by being an Energy-Giver (Contributor) rather than an Energy-Taker (Complainer).