I love to be funny and lighthearted, but I am writing this topic from a different standpoint. I had my first employment opportunity in 1992 as a summer intern and started my first job in 1993. Since then, I have been unemployed only at one point during my first semester at the University of the Virgin Islands. I have worked in the British and United States Virgin Islands and Ithaca, New York, in various positions and at different levels.
I wrote this post because of what I have experienced and have seen in workplaces. I have matured quite a bit since 1992, but I still have my challenges and weaknesses. Working during the COVID-19 pandemic has shown which supervisors are empathetic and who are not. We have seen how systems have failed because of a lack of preparation. Parents have had to make tough choices that impact their families, earnings, and mental wellness. I am not sure if some managers care.
The post idea came to me while hanging clothes over the weekend. Here are my thoughts on how we frustrate employees.
1. Don't CommunicateDo not tell your employees anything that is happening in the organization. They can find out when the customers do. We know that makes no sense, but communication remains one of the major issues in workplaces.
Solution: Share the good news, changes, and bad news with your team, and encourage employees to share their views and suggestions.
2. Ignore When Employees Do WellSome managers feel that employees get paid, and that should be their reward. Many do not see the importance of highlighting innovation and dedication. If you want your employees to be frustrated, ignore the extra they do.
Solution: Recognize their excellent work. You can acknowledge their excellence with a commendation letter, by creating an 'Achievement Wall,' and giving compensatory leave and bonuses.
3. Ignore Employee ConcernsIgnoring issues when they arise is one way to alienate employees. It is not only poor communication, but it is also inactive leadership. For example, one employee may be misbehaving, and other team members report the problem. However, no one addresses this poor performance. The other employees will look poorly at management.
Solution: Listen, consider, respond, and take action!
4. Ignore Health and Safety RegulationsEmployees want to know that they are safe on the job. COVID-19 has caused us to implement social distancing, frequent sanitization, and increased use of personal and protective equipment. Ensure that these policies are in place or risk your employees' lives or commitment to your workplace.
Solution: Follow the health and safety guidelines developed by your organization and in your country.
5. Don't Recognize BoundariesSome managers feel that they can contact employees at any time of the day, on weekends, or when they are on vacation. People need time to tune out from the work setting and enjoy their leisure time with their family and friends.
Solution: Respect these boundaries, and if an employee is willing to engage work-related conversations after hours, do not abuse it.
6. Don't Pay Employees WellSalary may not be the top factor why employees are frustrated or resign from jobs. However, as we say in the Virgin Islands, "talk is cheap, but money buys land." While the workplace may not have any other issue on this list, employees expect decent compensation.
Solution: Look at the average salary your industry pays and consider what other perks you can offer, such as vacation leave packages, discounts, or insurance coverage.
7. Take Credit When Things Go RightIf you are a manager who takes credit for all the positive happenings without acknowledging your team, look out for the repercussions. The employees may not leave, but they may hold back when their expertise is needed.
Solution: Refer to Number 2!
8. Pass Blame When Things Go WrongIf you do Number 7 in addition to passing blame, then your team is unhappy.
Solution: Instead of focusing on what went wrong, look at possible solutions and implement them.
9. Speak to Employees Like ChildrenYour employees are not your children. Please do not yell at them and or chastise them in front of other people, especially customers.
Solution: Deal with discipline or correction tactfully by treating the employee the way you would want someone to treat you.
10. Stay in the Dark AgesIt is always amazing when you visit businesses or organizations, and they utilize manual systems for procedures that should have been automated years ago. While older employees may be willing to work in those situations, the Gen Xers will become frustrated. You will not find an easy solution unless the leaders of the organization are ready for automation.
11. Forget that Team Members have a Personal LifeThis point not only covers boundaries but considers that employees have their families and personal challenges. When we hire employees, by extension, we take on their situations. For example, with the lockdowns, some employees could not work because they had to take care of their children, and some could not perform their jobs remotely. I do not have an easy solution for this issue, but I suggest that employers review each situation and carefully weigh decisions.
12. Block/Discourage Them from GrowingIf you want to alienate your team, then discourage them from developing themselves. Worst, block promotions or other opportunities. We enjoy having dedicated and hardworking employees on our teams, but we dare not hold them back from pursuing their goals.
Solution: Cross-train all employees and encourage their growth and ongoing development.
Being a manager or a leader is not easy. You have to be tough while still being understanding. You have to coach and motivate, even when you are down-trodden. Always consider your team and how you can engage and motivate them. Employees will become frustrated or leave the organization, but you have to remain aware of what is happening. Therefore, you can improve the working relationships and overall vibe in the entity.
Please comment with your opinions and suggestions.
.png)