When I was an employer, I found that the hardest part of owning my own business was managing staff. Most other elements are predictable and controllable. If something breaks down you fix it, if deadlines are tight you schedule more work hours, if sales are down you increase promotional work. But often with employees you may not be aware if they are ”breaking down,” have low morale or personal problems impinging on their productivity, or are not getting along with their colleagues until the problem becomes catastrophic.
Creating a good team is crucial to the success of a business and keeping that team together needs to be a high priority. If a good employee is unhappy it’s important not to neglect this problem; otherwise, you may be letting a “sore” turn into a “cancer” and the employee’s low morale may affect the performance and client service of other team members .
When I have been an employee, I have often observed that managers don’t confront a problem but hope it goes away. Rarely does this happen. Instead, a small problem becomes a mammoth problem like an infectious disease that is spreading. Prevention and early intervention are the key to a healthy workplace. Nip any problem in the bud so it doesn’t come back to haunt you.
Some of the signs that an employee is unhappy are the following:
- The employee is taking increasing amounts of leave, especially sick leave. This may be genuine and still requires communication as to the worker’s well being. Of course, the employee may be taking time off to attend job interviews.
- Enthusiasm is waning and performance dropping. The worker may not be meeting deadlines, have stopped seeking new tasks when allocated tasks have been completed and be no longer trying to impress the supervisor. Ask yourself:Is his or her heart in the job?
- The employee is arriving late or dead on time and leaving right at knock-off time. Besides the issues of public transport and family commitments, this behaviour could indicate that the employee is not happy with his or her remuneration and wants to spend as little time at work as possible. The employee is literally working to the clock.
- Employees are fighting or being unsociable. Is any bullying evident? This situation needs to be addressed immediately. Don’t put a band-aid on the problem and hope it heals because it is more likely that it will fester. Staff counselling may be required and inappropriate behaviour such as abuse, bullying and harassment dealt with decisively.
- The employee seems to be having financial problems. Are these problems because the employee is not getting enough hours or is it due to the employee’s own mismanagement of his or her finances? Job security and permanency are important to most employees, especially if they are trying to get loans for housing. Resentment over pay may result in theft.
- An employee expresses frustration that the job is a dead-end position. Is there a career structure for this staff member? This is particularly important in family businesses where management is only family members. Good employees will go elsewhere looking for advancement.
To avoid staffing problems an employer can implement procedures for giving and getting regular feedback and develop codes of conduct. It is important that lines of communication are open and employees feel they can trust their employer and that their boss will listen to their concerns. Employees can have great ideas to lift productivity, increase sales, reduce unsafe practices and generally improve the business.
Remember: It is easy for the”best” employees to be headhunted and jump ship. It may not be easy to find replacements of the same calibre and a new hire may require considerable investment in training. No business can be successful if it’s full of dead wood. Encourage employee input and provide positive and constructive feedback rather than continual criticism. Recognise achievements and show appreciation so that employees feel that they are part of the team and are valued. The saying “you get what you pay for” can be applied to staff. If staff are disgruntled due to pay their dissatisfaction will affect their performance and work effort.
I once worked in a business where it was compulsory for everyone to greet their fellow employees when they started work. It seemed quite fascist at first but it is unhealthy for colleagues to feel ignored or left out by their co-workers if they don’t greet them at the beginning of their shift. Even if someone is moody and doesn’t feel like saying hello, simply saying hello and interacting can lighten their mood, raising their spirits instead of bringing everyone down.
It’s not just the employees’ attitude that matters; it’s also the employer’s, so be aware and treat you staff with respect. However, it can be important for employers not to get too “palsy-walsy” with staff as this can make important decisions more difficult and cloud an employer’s judgment.
If your team is showing signs that it is cracking, consider what measures you can take to re-energise and rebuild your team. Consider the work culture that has been created. Is it a culture conducive to best performance and best practices? When a business has expensive machinery steps are taken to make sure it is regularly maintained and that it is not “flogged to death.” Likewise, employees need regular maintenance via positive feedback and attentive management.
Image Credit
“The Persistence of Memory.” Wikipedia image.
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