It’s happened to the best of us. We’ve all had to work crappy jobs that test our patience and make us question the quality of the human race. It’s a rare unifying fact that put us all as equals.
The only difference is that while most just deal with it until they can find a better employer, if they bother to find one at all, I’m not afraid to register my complaints on a public forum that gets a minimum of +400 unique visitors a month (side note: seriously, you folks are awesome).
Now just so we’re clear, I’m not singling out any one business or company, These are all common complaints that I’ve found at multiple employers. What’s more, the reason I want to bring these up is because I don’t want to see otherwise decent starting jobs disappear because someone in the corporate office can’t figure out why they can’t get the crucial work force they need. Believe me when I say that I am legitimately trying to help.
That all said, let’s begin.
Now, when I say toxic environment, I don’t mean that the places I’ve worked for in the past have violated OSHA standards. I’m talking about PSYCHOLOGICALY toxic environments. I mean to say that there are too many examples of people leaving or avoiding jobs because the people working there don’t know how to conduct themselves like civilized human beings.
There are plenty of examples of this; jobs where people are hyper-aggressive to the point of being borderline violent or where abusive behavior like sexism, racism, and homophobia are common place.
I’ll admit this is probably the most difficult complaint I have to find a solution to. I’ll admit that you don’t always have the option to fire difficult employees when your work force is already weak. That said, there should be a system in place to punish people who are repetitively offensive and repulsive.
I’m sure many people will disagree and I’m sure I’ll think of a better idea after I’ve published this article, but I’m thinking of temporary (repeat, TEMPORARY) pay cuts to act as a sort of corporate ‘swear jar’ to help uphold the decency standards that businesses claim to have set in place. Drop a gay or racial slur in the work place? Threaten an employee? Say goodbye to a little of that extra spending money in your check at the end of the week.
It’s not ideal, but we have to do something to reinforce that behavior like that won’t be tolerated.
You would honestly be amazed how many jobs I’ve had that could be made better by simply fixing a few scheduling issues.
I’ve been in more than a few jobs where management will complain that that don’t have enough people to properly staff their business. Almost every time, I just want to say, “Then why don’t you have a few of us on full time?”
Well, the reason they don’t have us on full time is because they would rather be under staffed and lose business to poor customer service that pay us full time benefits. Does that sound like a no-win scenario to you?
Honestly, it would seem as though better customer retention, more positive word of mouth advertizing, and having one or two people around when you need them is worth the price of shelling out 10 extra hours for pay roll and full medical coverage.
Labor Law Violations
This is one that requires a little work on the part of you; the employee.
Yes, there are laws that are designed to ensure the rights of working men and women and I have seen tons of companies disregard them to further their own agendas. From denying required breaks to spying on stock portfolios, I’ve seen quite a bit.
Your job is to do your research and learn what your rights are so you can recognize when they’re being violated. Your laws may differ from state to state, but they should be easy enough to find. In fact I’l make it easy for you; here’s the official Department of Labor State Labor Laws page to get you started – complete with a list of State Labor Offices so you can report violations.
You need to be able to defend yourself from the higher powers up the corporate ladder. Arm yourself with knowledge. Also, if you don’t see a law-protected right that you think you should have. Let them know.