Career frustration happens when an individual fails at making a connection between their purpose, passion and future goals. The disconnect then creates an illusion where the organization becomes the reason behind the frustration. All along the individual accepted the position based on prestige, money and many other factors.
Career frustration is solely based on the individual failing to apply foresight.
Be a workplace advocate, and not a complainer. Complainers sole purpose is to distract while advocates look for ways to increase productivity and brand quality.
Be cordial at the same time assertive at meeting your organization’s bottom line. Don’t compromise your learning curve.
How can managers and human resource professionals call themselves leaders and effective listeners when job applicants are trained to wear a mouth guard. The muffling effect they love; the applicant’s reality they reject. Yet, the job applicant is on the verge of being homeless.
An organizational utopia doesn’t exist. However, proper assessment of an employee’s strengths can create an effective process that delivers great results.
Behind the grid what did we find? We found a complex HR system designed to understand human abilities through keywords versus direct contact.
There’s no such thing as a bad hire; there’s only a miscommunication during the decision making process that failed to connect the reality of departmental needs to personality.