Frustrated Employees Article Personnel Review
The key to a thriving business is to keep a motivated workforce. As employee motivation decreases, their performance also decreases, and the chances of them leaving your company in search of happiness elsewhere increase. For example, unfair salary policy, bullying from colleagues and bosses, workplace chaos, or overly strict rules can discourage employees. The period after returning from vacation is often associated with low motivation.
According to data from Motivates, the consultancy, in 2018, 29 percent of employees felt frustrated at their work, which was 11 percentage points more than the previous year. Motivated workers are dissatisfied with their work, less productive, and of course more likely to leave their current job and find another job. Why are your employees frustrated at work and how to fix it?
Ensure fair salaries
Of course, one very common reason why workers get frustrated is money. And it’s not necessarily just about the amount of the salary, as often unfair incentive regimes are also the cause of motivation inhibition. “If two employees are essentially doing the same job and their qualifications are not significantly different, for example, then they expect their pay to be the same. However, if they are different, the employees need to know the exact reason. But at the same time this must be the same. The reason is really justified. “ Jiří Jemelka, Director of Intensive Care Unit advises companies that provide activation and interim management for small and medium-sized enterprises. Salary differences may occur between the same or similar jobs, for example, even after hiring new employees, especially when job occupancy is a problem and when the offered salary is increased during employment. In such cases, it will help to review the payroll policy and ensure fair evaluation of all employees having the same or similar job description.
Protect them from bullying
Losing motivation can affect an employee even if he is satisfied with his salary, the job fulfills it and he is good at it. The reason is usually simple: bad personal relationships. Hence the reliable killer of motivation is workplace bullying, whether it is by bosses or colleagues. “Although bullying is unethical, it is unfortunately not a criminal offense and therefore needs to be dealt with internally. Corporate management must ensure that such behavior, even its milder manifestations, is zero tolerance, such as only minor approvals or inappropriate insinuations.” Jerry Gemilka notes.
Beware of clutter
Inhibition goes hand in hand with stress, and this often arises from unmanaged work organization. Often times the employees cannot organize their work on their own, but it is often due to poor internal communication, poorly prepared processes, or even just forgetting about the manager. The disorganization is poorly detected and even worse treated. If this problem affects individuals, private courses may help. Alternatively, management can talk to the person and find out what the problem is together. However, if the entire department is affected, it is imperative to thoroughly audit operations, workflow and intercoms and make all systems more visible.
Do not be pedantic
Today’s employees have highly valued work flexibility, so more and more strict rules become a reason to discourage them. There is no doubt that, for example, in many cases there is no compromise regarding health protection at work, but at other times it is enough to simply make some small concessions to increase the motivation of their employees. Especially when they are doing well and their performance is not faltering. “It is completely pointless and trivial to, for example, deny an employee the occasional early departure of a child to kindergarten, if you know that he will always present his work on time. After all, every business owner wants – and it is beneficial to them – to love His employees do their job. Why do you throw sticks at their feet? “ Jiří Jemelka says, but of course it is necessary to consider fairness here as well.
Motivation drops even after the holidays
Even post-summer companies often experience a decrease in their employee motivation. No wonder, for most people, returning to a work routine after a week or two of the relaxation it deserves is a cold bath. Some might go back a lot in terms of staying at work at all: According to a 2017 Kronos study, 28 percent of people spend time on vacation when considering their vacation. So how do you help returning employees get back to work? The simple solution, for example, is to allow the staff to greet them with a small “welcome back” celebration and give them the opportunity to share their vacation experiences with colleagues. At the same time, however, it is a good idea to organize a business meeting in which you introduce the “vacationers” to what is happening in the company during their absence and discuss tasks with them for the next few days. It’s not appropriate to tire them with tasks right away, but setting priorities and giving them time to prepare for the speed.