How to solve the 10 most common workplace issues

Many of us have been in that spot where we no longer enjoy working at our current job. The reasons may vary, and so does the extent to which we want to get out of that workplace. Just like anywhere else, workplaces have issues too. And often, if left ignored or unsolved, can severely impact the organisation’s culture over a period. Let us explore some of the most common workplace issues, and how to deal with them.

Inefficient management or leadership

People feel great when they are handed a responsibility of a team. Everyone loves power and assuming an authority. But when that hunger for authority starts affecting the performance of the team, it is a poor indication on the leader’s decision-making. Employees feeling underappreciated, or overworked, are some of the most common workplace issues that reflect poorly on the management or the leadership of the organisation.
Tip: one of the best ways to tackle this issue is to conduct regular workshops for the organisation’s upper management, to keep them updated with the current best practices, and help keep their teams motivated, in turn.

Poor work-life balance

One of the most important factors while trying to retain the best talent, is a healthy work-life balance. Unfortunately, due to the nature of some industries, respective organisations within the domain, may see their employees struggling to have a life outside of work. This generally leads to fatigue and eventually a loss of productivity. The loss of productivity multiplied by the number of employees in the organisation, can be an alarming number for any company.
Tip: Enforce a policy where personal time is promoted and ensure that employees take up some volunteer activity. This generally helps boost the balance between work and personal life of an employee.

Low employee recognition

As humans, we love compliments and appreciation. Imagine how you feel when someone tells you that your shoes look great. This reflects your good choice, plus how well you have maintained them. It is, indeed, a great feeling. The same goes for workplaces too. Employees like being told that they are doing a great job, and that their contribution matters. What may seem like mere words, can make a huge difference to someone’s career. Recognising an employee’s efforts also improves their outlook towards the company and re-assures their loyalty. Yet, this remains one of the most common workplace issues across the globe.
Tip: Hand-written “thank you” notes or personalised merchandise are a great way of showing an employee that you recognise their efforts and appreciate them too.

Lack of internal communication

Clarity in communication is very critical within any organisation. And yet, many overlook the importance it holds in its ability to maintain a healthy work environment. When the channels of communication are ill-defined or inadequate, information and knowledge get lost and hamper the projects. It also affects the relation between employer and employee.
Tip: Setting up a role specifically designated towards managing communications within and outside the organisation, can help the company in the long run.

Lack of flexibility

One of the major issues faced by employees nowadays, is when their employers do not offer flexibility. Having strict sign-in and sign-out policies and having little to no interest in providing the option of remote work, are just the tip of the iceberg. Having strict policies does not imply great performance.
Tip: Design policies in a way that makes employees feel de-pressured and allows them to work freely. Best results are observed only then.

Staying updated with technologies

All organisations wish to adopt new technologies or improve upon the existing ones. The issue arises when they do not know how. This is a very common workplace issue in the modern world. Technology has become an integral part of progress. It has helped ease the way companies conduct business. And thus, solving this issue becomes a priority for organisations.
Tip: Hire professional (consultants) to help your team learn and adopt the updated technologies. Bringing professionals onboard, helps identify the problems, and makes implementation of technology into long-term strategy, easier.

Low scope of career progression

When employees show concerns related to their growth within the company, it is time for the company to re-do their goals and strategy. If the employees feel stagnant, it implies that the organisation is not moving forward either. Employees feeling insecure about the growth of their career, is an issue that causes huge employee turnover, which ultimately costs the companies more than they could fathom.
Tip: Career counsellors within the Human Resource department help organisations determine how to help their employees take the next step in their careers. They also advise employees on how long it would take to reach the next stage in their career, and how they can get there.

Unclear job descriptions

Whether employers put out job/role descriptions on their careers page, or on any other job search portal, it is very important to describe all that the job entails. This includes duties and responsibilities, expectations from the employer, and the benefits for the employee. The clearer, the better. Further, once the employee is onboarded, it is the responsibility of the immediate supervisor to help them adjust to the duties, and clarify what is expected of them, at intervals. Many employees feel unsatisfied with their jobs, purely because they do not know what it is exactly that their role entails.
Tip: List the job description clearly and convey the same during onboarding. Following up with employees at regular intervals, works wonders, for the organisation and the members of the team.

Employee conflicts

Every company has a workforce which comes from different backgrounds, with a difference in mindset of each member. Difference in opinions is bound to exist. When this exceeds a certain limit, it could turn to bullying. This is also one of the most common workplace issues, which causes employees to leave an organisation. Keeping a check on conflicts among employees, is a great way to create a healthy company culture.
Tip: Conduct Employee Workshops to ensure the company culture forms well. Keeping the doors to senior management open, gives the employees a feeling that they can approach the seniors to discuss an issue. Hold regular sessions with counsellor to resolve conflicts.

Performance Reviews

Several organisations (even in the 21^st century), do not provide feedbacks to their employees. There have been several studies which indicate the importance of conducting performance reviews for employees. It helps show them what they are appreciated for, while indicating areas they could improve upon. Similarly, conducting reverse feedbacks allows employees to tell the company what they feel could be improved, along with factors they are happy about.
Tip: Make mandatory policies for the HR to provide employees with regular performance reviews (quarterly or semi-annually). Allow employees to fill feedback forms anonymously, to gather critical feedback, while ensuring the employee’s privacy.

These are the most common workplace issues that exist in organisation across various industries in the 21^st century.

Though many solutions listed can be implemented by companies on their own, it is always advised to bring on professionals to help you navigate through the change.

Identifying and resolving issues is an investment which keeps paying dividends to the company.

Which issues have you faced? How would you tackle them?
Let us know in the comments below.