Harmony at the workplace is vital for the efficient running of the business. It helps in working towards the common goal. Employees are the backbone of an organization and help achieve the goal. A business should strive to keep employees happy and stress-free. Frustration at the workplace is very common and, when not looked into, can cause serious concerns that affect productivity. The work atmosphere should be a safe one that helps the employee open up and come out of frustration.
Going forward, we will explore some key causes of frustration and how the organization can handle them.
What are some common causes of frustration?
1. Poor onboarding strategies
Onboarding strategies are crucial to make the new joinee feel at ease in the workplace. It also defines his roles and responsibilities, to whom he should report, etc. Lack of proper onboarding can leave the employee clueless and lose a lot of productive time. This can increase frustration.
2. Rigid management
In many companies, top management does not effectively communicate with the employees. So there is no proper communication of business goals and the role of employees. This leads to frustrated employees as they feel they are excluded.
3. Resistance to change
Many workplaces are monotonous. They do not welcome the creative juices flowing from their significant asset, the employees. This can upset the employees as they are the ones who know that a change can bring about productivity improvement.
4. Leaders not being objective
Partiality at the workplace is the biggest bane. It hits the employee’s interest in working. It so happens that to manage the timely completion of a project, a particular employee is overloaded. They take the extra load that their unproductive co-workers weren’t able to complete on time.
5. Politics at workplace
There is no office without any politics. It is very common and can spoil the relationship between a worker and a manager. It spreads negativity and can cause frustration in the employee who is directly affected.
6. Lack of incentives
Apart from the monetary compensation, employees also expect some incentives. These may be gifts, paid holidays, flexible working hours, rewards, etc. This also leads to frustration and restricts the employees from doing their best.
7. Lack of recognition
Employees not only work for a salary but need recognition for the effort they put in. A pat on the back can go a long way in influencing the morale of the employee. If such a work environment is not present, it can lead to resentment.
How do employees express their frustration?
- They may take leaves frequently without prior information. They know how well this can affect productivity but still do so that the higher-ups know they are disinterested.
- They show less interest in trying out new methodologies and stick to the job assigned to them.
- The productivity of staff begins to come down since their frustration is taking away their focus from work. They tend to take longer breaks and contribute lesser than what they are capable of.
- The employees may have outbursts at the workplace. They may react even to simple things since their frustration is provoking them to do so.
- The employees do not adhere to deadlines and come up with new excuses for the same.
- In worst cases, frustrated employees increase the attrition rate by leaving the company.
Ways to create a safe work atmosphere for employees
Many employees do not speak openly about their frustration, but it can be implied by their behavior. The management should step in at once to rectify the situation that is making the staff frustrated; otherwise, it can affect productivity to a great extent.
- First and foremost, let them know it is safe to communicate
The employees mostly fear intimidation from the management and do not speak out. Clear this fear from their minds and let them know they have a mechanism in place to communicate their concerns at the workplace safely. When this is done, the employees, instead of getting frustrated, look for ways to solve them.
2. Listen to the concerns
Genuinely listen to the concerns of the staff when they approach you and show that you will be taking action to address the same immediately. This will create trust in the relationship.
3. Involve them in decision-making
The employees are working to achieve the business goals, and so it becomes highly essential to involve them in the decision-making process. Listen to their ideas and suggestions, and make sure you show interest.
4. Grievance Redressal
There should be a robust grievance redressal mechanism in the organization. This can be said as a safe place for employees to talk about their frustrations. It should offer a guarantee to protect the privacy of the employees so that they can speak out without any apprehension.
5. Offer concrete solutions
Find out from the employees what they consider a solution to their problem. Ask them in what ways the management can offer help. There is no better way than involving frustrated employees in the solution. Thank them for being open and letting the management know. This can increase the confidence of the staff and also save a lot of time for the management.
6. Dedicated staff at each level
Assign appropriate leaders at each level to whom the employees report. They are the ones to know about the resentment first. Also, do not restrict staff if they want to skip the hierarchy when they communicate their concerns.