So why do we have “human remains”, those employees that stay on the job after the most talented employees have left, in almost every organization? There are several leading reasons for human remains:
They are better suited for a different position than the one they have. In other words, they need a better job fit.
They do not feel appreciated by their supervisor. Surveys show people leave people, not companies. However many lack the motivation to seek another position within the company or at another company so they stay in an unfulfilling job. It is beneficial for a company with several “human remains” to do a multi-rater feedback program to find out how to engage their employees to a higher degree.
Their ideas have not been acted upon or appreciated. They are now suffering burnout, biding their time until retirement or until a new management team can see them for their talent.
It is beneficial for any organization to recognize their “human remains” and work at reengaging them to the vision and goals of the organization through creative methods. Problem people can be turned around with great results.
In the book Life's Leadership Lessons, there is a story about Yvonne, an employee at a Kmart store located between Detroit and Cleveland. She went from the person everyone hid from to the person that people ran to for help. In the article “Why We Have So Many Problem People in the Workplace” there is a clear picture of how someone can go from “Human Remains” to “Employee of the Year”.
“Human Remains” and many other new business terms are called Bizerms™ by Max Impact, a Rochester Hills, Mich., based internet site offering complimentary resources to business leaders, entrepreneurs, human resources professionals and trainers. Each Bizerm™ is a play on words designed to get people thinking about the real meaning of old terminology or to give a visual image of a more truthful business implication of situation. For more Bizerms™, click here.
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