I am an hourly worker. Want me to be productive and stick around?

Before hiring understand the worker mentality:

I'm an Hourly Worker. Want me to be productive and stick around?

I’m just like you: I want to make it to tomorrow and have that day be a little better than today. I want to survive, maybe even thrive. HELP me do that.

  1. Don’t lie to me. Not in the interview, not the first day on the job, never. I am street smart and can tell a lie or liar a mile away. I may not tell you that I know you are telling me something that isn’t true or is skewed to fool me, I’ll just give you less than my best, and leave when I can. I don’t need a job where I get lied to and where people think that it makes them smart.
  2. Take the time to train me. You said you would. It is one of the reason I decided to work for you. SHOW me how to be good, not just go through the motions. Train me to be safe. I’ll get it. Then once I have shown I can do that job and be productive, train me to do more.
  3. Assign me to someone who is a real person, a person who cares. Industrial companies have way too many supervisors who shouldn’t be supervisors. These are the folks who tell Management and HR they are really trying to teach and train, when all they really want to do is to show management that management is hiring the wrong people. Makes the supervisor feel important and irreplaceable.
  4. Tell me WHY. If I know how my job fits into the big picture of our customers, our company and the people I work with, I’ll do a better job. Putting parts together is one thing, putting them together perfectly each time so the airplane doesn’t fall out of the sky is meaningful. Telling me WHY lets me take ownership.
  5. Cut me a LITTLE slack. My home life isn’t the same as yours, yet. I might be a single parent, have an older car and don’t yet make enough money to have on hand to repair that gas-guzzler like you can.
  6. If I show you respect, I expect the same from you, management and all team members. If I lie, get lazy or make mistakes, fire me. But if I don’t mess up, show me a little respect, a little appreciation for doing a job you don’t want to do. It will go a long way with me. It will motivate me and you will get better choices from me.
  7. Do I represent ALL workers? No, but that supervisor who called me “A TEMP” the first day on the job shouldn’t represent all of management either. There are bad industrial workers and bad (really bad) supervisors. The difference is the bad industrial workers just leave, get fired or don’t show up. Your bad supervisors have a bad habit of coming back every day and causing you turnover of good industrial workers.

Respectfully, the people who make the products you sell…

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START with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers. Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the Not there yet factors and influences about being employed by your organization. Here is a rather exhaustive list of items to consider: What is the actual work environment: People, team, supervisor? How difficult, or easy, is the work really? Best days? Worst days? Is there a TEAM? What are the barriers to entry? (What does the team expect? What Maze could they put you through? What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned? Describe people who started in the position and have been successful. What traits did they when they started/ do they have now? Describe the company. History?

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Many Hourly workers give up on jobs and workplaces EARLY into their employment. We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this: Reasons Hourly Workers Walk Out on Jobs: 1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits. 2) The average hourly worker can and will have many OTHER opportunities/ places

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Solid workers are getting more difficult to find and keep every day. It seems that our current labor workforce is prone to making an emotional decision on a daily basis to show up and actually work when they want to, if it is convenient. And no one has taught them to have some discipline. Organizations now feel the need to use multiple candidate sources, just to meet with more bodies and sort them out. Human Resource professionals seem to think using A.I. to find the best ones may help to solve the problems. There is a better way. It takes internal adjustments, a long-term look at root causes of turnover, and a controlled system of selection, onboarding, and retention. Very few Human Resource practitioners, operations management and unit managers know how to do this, effectively. Champion can help. First, you must be prepared to FEEL like you are giving up control before you realize you are actually gaining control of hiring, better productivity and the ability to retain the workforce

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