It’s easy for managers to sense when an employee is dissatisfied and unhappy at work. Productivity drops off, absenteeism rises and they stop contributing ideas and effort.
Here’s a list of common work-related complaints that can erode even the most dedicated worker’s enthusiasm for the job:
- No credit for the work I do
- My boss micro-manages me
- The description and my job don’t match
- Favoritism
- I’m out of the loop
- No training for new responsibilities
- Physical working conditions
- Too many meetings, not enough action
- Bureaucracy is alive and well
- The commute
A wise manager keeps in tune with employees and checks in regularly to identify areas affecting performance. It’s difficult to accept that it can be the corporate management style causing many of the problems. Nothing on this list is unsolvable and leaders of change recognize listening to staff and meeting their needs is the key to a happy and productive workforce.
1. Give credit where credit is due. Praise a job well done, pointing out specific accomplishments and achievements. Dust off the words thank you.
2. Nobody likes to work with someone constantly checking their every move. Be clear and concise when assigning duties, ask for regular updates, invite the employee to discuss any challenges and then let them get on with the job.
3. The phrase “other duties as assigned,” at the end of a job description does not make it fair game to completely change the nature of a job, especially if there is increased responsibility and authority. Make sure the description and the job match.
4. Super stars and high achievers can throw off the dynamics in any office – if they are seen to be favorites. Be careful to cultivate all staff members and not automatically give plum assignments to top performers. Grow your entire workforce to be best prepared for the future.
5. Transparency and open communication are musts to keep employees engaged, especially in times of corporate change. Invite their ideas, share as much as you can and answer questions as openly and honestly as possible.
6. Never assume anyone can learn on the job and take on new responsibilities without formal training. Overload, rather than underwhelm them, with resources and opportunities to learn.
7. Make sure staff has a safe and comfortable working environment. Budget restraints might prevent you from fixing every complaint all at once, so ask for input, draft a list, address safety issues first, then chip away at the rest.
8. Meetings should have a specific purpose, be short and kept on track by an agenda. There are many guides to holding effective meetings available, so read one if you get the feeling yours are seen as a waste of time.
9. Review your policies and procedures to make sure they provide clear direction, the autonomy needed to produce the expected results, and safeguards to protect both the employee and organization. Update them on a regular basis.
10. Reduce the need to commute by considering new ways of working. Telecommuting, increased use of online resources and tools, more staff autonomy and work sharing result in considerable positive effect. Implementing flexible working arrangements and alternative methods of communicating equals happier employees and better results.
Editor’s Note: Although this article makes suggestions to managers, everyone has a responsibility to create and contribute to a healthy work environment. Turn a complaint into a positive consequence by coming up with suggestions on how to improve the issue.