Three Signs of a Miserable Job

I finished reading Patrick Lencioni's latest, Three Signs of a miserable job. As the title suggests, Lencioni presents a model for developing worker satisfaction, which in turn leads to lower worker turnover and improved organizational performance. Although written for the business environment, Lencioni's principles are just as valid in church ministry. What follows below is a summary of Lencioni's model (pp. 221-222). He also gives a visual summary that can been seen here (and scroll down to the video).

Anonymity
People cannot be fulfilled in their work if they are not known. All humans need to be understood and appreciated for their unique qualities by someone in a position of authority. People who see themselves as invisible, generic or anonymous cannot love their jobs, no matter what they are doing.

Irrelevance
Everyone needs to know that their job matters to someone. Anyone. Without seeing a connection between the work and the satisfaction of another person or group of people, an employee simply will not find lasting fulfillment. Even the most cynical employees need to know that their work matters to someone, even if it's just the boss.

Immeasurement
Employees need to be able to gauge their progress and level of contribution for themselves. They cannot be fulled in their work if their success depends on the opinions or whims of another person, no matter how benevolent that person may be. Without tangibe means of assessing success or failure, motivation eventually deteriorates as people see themselves as unable to control their own fate.

Do I have a miserable job? No.... Mine's fine. But what about those who serve under my leadership? Well, it's time to do some reflecting.