Mark your calendar for this insightful webinar that offers some exclusive knowledge aboutpractices and efforts employers must make in recruitment, supervision and engagement of employees in routine and unglamorous jobs. The webinar also discusses strategies for changing routine jobs into less routine.

LEARNING OBJECTIVES

Most of us have worked a routine, unglamorous, even boring job and while often not our favorite job, have considered it good experience.Why then, after we move into a job such as management, do we persist in attempting to push the idea that such jobs create career fulfillment, when in reality most employees who work such jobs are simply trying to make rent just as we once did.

Everyone states that they value all their employees but do they really walk that talk? Further exacerbating the issue is management considering people who work in these routine jobs are less “smart” than those who sit on the management team. Such workerscannot possibly make simple, let alone important decisions. Yet, as popular TV series often show, CEOs who are trying to fill their employees shoes find out quickly that this is simply not so.

The effects of such a disconnect of management and employees typically backfires and creates at best apathy, and at worst ill will between management and employees that damages efficiency and productivity. Employees think management is “out of touch”, “doesn’t get it” or “live in the real world.”

A disconnect between those who determine company trajectory vs. those who actually do the majority of thework is bad for business and bad for people.

WHO WILL BENEFIT

HR Generalists

HR Managers

HR Directors

HR Business Partner

Employee Relations

Managers

Plant Managers

Branch Managers

Store Managers

Management

Business Owners

Plant Managers

Department Managers

Employee Relations Personnel

Training Personnel

Trainers

Director of Training

Supervisors

About the Speaker:

Teri Morning, MBA, MS, SHRM-SCP, is President of Hindsight Human Resources, LLC and specializes in solving company “people problems.”

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