One afternoon while walking from my place of employment to the neighborhood Wal-Mart, a piece of blue paper on the ground caught my eye. Upon picking it up and perusing its content, it became evident that it was a card from a Wal-Mart worker to a fellow employee. The front of the card said “you make a difference”. On the back, “Deanna” had written to “Michael” how much she appreciated his help in getting pallets for holding stock. Deanna gave value to Michael’s worth on the job. She showed value for Michael’s life.

In the wake of the initial solutions applied to counteract the economic downturn, many are wondering how re-educating nearly every unemployed worker can repair our fragile society. In looking for answers to this dilemma, the local library provided a book which seems to be in line with the action taken by Deanna. In his book titled “The THREE SIGNS of a Miserable Job”, Patrick Lencioni provides a very viable alternative to stabilizing the business community without the economic commitment of retraining everyone.

Mr. Lencioni offers 3 underlying, contributing factors for the overall unhappiness of employees in the workplace. These factors are anonymity, irrelevance and immeasurement. He goes on in the book to explain in detail:

· what each of these factors are,

· how they influence the happiness of employees,

· the benefits of addressing the factors,

· as well as, the cost associated with not identifying and dealing with each of the factors.

These factors influence the happiness of employees from the executive level down to the greeter at the door. Including great employees to inadequate ones; all can suffer from job disillusionment.

In addressing the factors, corporate and other business entities will have a direct influence on changing the business culture. The effect on business culture by confronting and dealing with the factors will be an overall environment of job fulfillment as opposed to the misery cited in the title of this book. Job fulfillment will come in the guise of increased productivity, the ability to retain employees in the workplace, and all of this will contribute to lower overhead for the company. An added benefit is the cultural difference that ensues for the company committing to this business style.

Failure to address the factors leads to the current business environment of unhappy employees and economic depression. Mr. Lencioni challenges management to take a stand to change business culture from being indifferent to the emotional and personal needs of employees to being open and embracing each employee as a person. Such actions will leave employees feeling secure in their workplace and assured that their efforts are not only appreciated, but also contribute to the overall good of our society. To show genuine concern, as Mr. Lencioni put it, is not to become buddies or a mimick of the life style of an employee. It is, rather, to know that person as a person. To know what drives a person to get to work and stay there. To be able to carry on a conversation in which is obviously genuine, to ask about what is going on in that person’s life. For instance, one might ask how the play went at the employee’s daughter's school last Friday. Friendly, caring conversation that leads to personal, respectful exchange. Giving of yourself and showing you value another person's life changes people.

There is also discussion in the book about setting realistic goals and metrics for employees.

All in all, should the solutions provided by Mr. Lencioni be applied, we would all be able to find our niche in a secure and stable business community and work environment. Cards such as the Wal-Mart card shown in the picture would be the norm, rather than a rare occurrence.

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