First Day on the Job
The first day on a new job can be a stressful matter. The adjustment to a new culture can be overwhelming. Having to be knowledgeable of the company and its practice can sometime be an event that if in an authority position can stress the new employee. Malik was recently hired as a manager for a new company. As he adjusts to his new role and new surroundings, his first order of business was to address the challenges of a frustrated employee. As Malik listened to the employee he could see that she seemed to dishearten by the like of stimulation that the job provides. She feels undervalued and overworked. Factors that seem to causing her dissatisfaction are her employment and career development, stress, and lack of motivation. The employee wants stimulation and career growth which at the moment are not happening.
Burnout according to Stewart and Brown (2009) is the emotional exhaustion, a decline in feelings of competence about work (p386). The symptoms include the feeling of overextended and emotionally drained, indifference or a distant attitude about work and reduced expectation (p386). Maliks employee seems to be experiencing all of these symptoms. She is experiencing job burnout. The pathway to job burnout if not addressed can lead to the desire to quit (Hellriegel & Slocum, 2009, p 204).
Malik is in a position to assess the situation and work with the employee and HR to bring about a change in the employees job design. The employee is deemed an asset to the company but the company has failed her. Malik can assist the employee with a career and employee development plan that is in alignment with the company strategic plans. These activities will asset the employee in learning skills that will benefit both her and the company in personal growth. Giving the employee the opportunity to learn skill that she can use now and in the future is one step in retaining this valuable employee.
Malik can support the employees development through training that matches her goals with the organizations needs and assist her in the career planning process. As part of the strategic plans, establishing a career development program is seen as an effective response to the frustrated worker.
Malik should invite the employee to return to his office the next day to continue the conversation. He should listen to her and assure her that he will address the concerns and complaints with her immediate supervisor and HR the following day and will provide her with a plan for improvement. As a valued employee her career development is essential to retaining her. The HR manager can sit with the employee to develop a career assessment. The skills and knowledge that the employee develops should help her succeed in her future job and will satisfy her need for more rewarding and challenging job.
As a new manager with the company it seems that it would