Why are Sunday evenings so hard?

Job misery is a challenge that many people face. It's that feeling of dread on Sunday evening that the weekend is over, and a job that drains the life out of you, is waiting in the morning. There are three main causes - anonymity, irrelevance and immeasurement. At Fortune Magazine’s Growth Summit in Dallas, Pat Lencioni of the Table Group shared an engaging presentation on the topic, based on his book “The Truth About Employee Engagement.”

 Credit: The Table Group

Credit: The Table Group

Anonymity strikes when employees aren’t known and individually appreciated by their managers. In these situations, staff struggle to feel fulfilled by their jobs. Irrelevance happens when employees don’t know how their work impacts the lives of others. The third cause, immeasurement occurs when employees can’t assess their own level of performance and success.

In the current digital-fueled job market, keeping employees engaged and happy is critical to a company’s success. Thanks to websites like Hired, job-hunters can apply on Friday and have 5 job offers by Monday without an interview. It’s an employee’s market, and it’s critical to pay attention to the factors that keep them satisfied.

A plan to address job misery

While these causes may seem daunting, employers can turn them into positives. Mitigate the effects of job misery by putting a simple plan in place to address each one of these factors: the PMM plan.

1.    Personal: head off concerns about anonymity by making kudos or shout-outs easy and fun. In today’s age where competing for “likes” on your Facebook or LinkedIn posts is the norm, the key is making it easy, frequent and public for all employees to see.

2.    Meaningful: flip irrelevance by connecting the work that people do with the success of the company and making this abundantly clear. Every employee absolutely needs to understand how they make a difference, and that the company cares about them. Do you know their story? What do they do for fun? Are you taking the time to really get to know them?

3.    Measurable: ensure employees are involved in the assessment of their own performance. Remove any surprises brought on by the classic structure in which managers tell their employees how their performance measures up.

People groan knowingly when they hear the term “job misery.” Every member of the team, from managers, to individual contributors, to the CEO, all want to go to work and be happy. With careful attention and proper planning, we can get to the root of these issues, and create a workplace that people look forward to every Monday. 

OpaConnect is a delightfully simple performance alignment system, that empowers employees, makes managing meaningful, and drives companies forward.