Work Environments

CrucisCo
12 Feb 2008
0

I’ve been thinking about this for some time now – ever since I started contracting in fact and the number of work environments I’ve been in has led me to have a bit of experience on the things that can make or break what many companies boast is a ‘great place to work’ or one of the 'top places to work' etc.

HR
Management
Work ethic
Team spirit
Job satisfaction

These are not in any particular order and different people may find some more important than others according to their personality and other circumstances.

By HR I mean those functions not directly related to the day to day activites of an individual but which have a bearing on the individual. This includes things like induction, introductions to colleagues and systems, and someone to ‘mentor’ for the first few days to assist integration and assimilation.

Management is more to do with the day to day activities: clear communication, team meetings, team building activities, motivation and regular appraisal and feedback. One bugbear of mine is management that is unable or does not care about professional presentation. By that I mean, management should lead by example: this unfortunately sometimes boils down to style over substance.

One place I worked at the manager was smartly dressed and clearly knew the technical aspects (I don't mean technological here) of his job. But he presented himself terribly in my opinion. He could not hold a departmental meeting without seeming to be out of touch. He used a scrap of paper for notes and repeatedly swore and used what many would feel to be offensive language.

We live in permissive times of course and I was not offended as such. What I did find offensive was that a person who is supposed to lead by example, supposed to motivate by delivering clear and polished messages to the department could not or would not be bothered to do so in a professional manner. Does he talk to external clients the same way? I doubt it. Why he feels that his colleages and subordinates don't deserve the same respect is beyond me. I would not want to be part of his team or an organisation that thinks that that management style is acceptable.

To make matters worse, seconds after the session (in which he invited people to come to chat to him about his presentation/diatribe) he disappeared into a cubicle/office. I don't think I saw anyone approach him except perhaps his PA.

Work ethic derives from HR and Management and applies to the larger department or company. How happy are coworkers, how friendly are they to new starters, how approachable are they, how cooperative. Is there a blame culture. Are people afraid of making mistakes? Is their apathy or too much pressure? How important is the inevitable office politics?

Team spirit has more to do with the immediate coworkers. Do they help each other? Do they proactively provide information and assistance when they see it may be needed. Do they occasionally socialize? Do they cover for each other when problems arise or if one of them makes a mistake?

Job Satisfaction probably stems from all of the above in varying degrees. Few people just want to do any job without consideration of how good or bad their output is or how it makes them feel. Most people want to do good work that makes them and others appreciate them. They want the recognition and reward this brings. This means remuneration, bonuses where applicable, fair and frequent feedback, continuing opportunities for self-improvement and advancement. Line management is crucial in this.

Back to the beginning: why did I start to write this? As a contractor I often still get calls from agencies trying to lure me away to an 'unmissable' permanent role. I think about the number of times I have thought I was joining a great team, to do great and interesting work, in surroundings that would bring the best out of me and my colleagues. I have been disappointed a number of times, pleasantly surprised only a few times. I am now learning to take everything I see and hear with an enormous pinch of salt.

The bottom line is as a contractor I can leave after the first term of the contract (typically 3 months) and nobody will bat an eyelid because contracts are temporary. But the kind of things that I see around me scare me off permanent work! I don't know how I did it before (didn't know any better I suppose). If I went 'permie' and the organisation was anything like a few places I've seen I'd be absolutely gutted.

Okay, I could leave during or after probation with some notice, but the emotional and logistical commitment is so much greater and that much greater to undo.

People relocate families for permanent jobs, they build their near and medium future plans around that job. How can you just leave? That is why people who are unhappy in their job still stay with it year in year out. The upheaval is just too great for some people.

No thanks, contracting is just fine for me for now and unless I see some really great places soon, it will be fine for me for a really long while to come.