Employees who are unhappy may not be performing as expected.Their frustration can quickly become yours if that's the case.To boost employee productivity and satisfaction, you need to identify the sources of their frustration and address them.You have to come up with solutions that deal with the root causes of frustration with both compassion and conviction.
Step 1: Communication lines should be kept open.
A lack of communication is one of the main reasons for employee frustration.Sometimes supervisors don't explain work tasks to employees.Employees are frustrated because they don't know what to do or why they're doing it.Make sure the instructions are clear.Leave no confusion.Encourage feedback to make sure that your communications are clear.Openness is not an option.Employees should know that your door is always open and that their queries will be addressed.
Step 2: Talk to an employee who is upset.
It is more likely to get worse if you sit back and let the issue take care of itself.If an employee is not interested in taking the initiative, invite them to your office for a chat.The transition to the new billing system has been a challenge for all of us, and I can sense your frustration about it.What are your main concerns?
Step 3: From the employee's point of view, think about the problem.
The employee may have a history of being uncomfortable with the type of task you just assigned them.It is the leader's job to address the issues that employees are hesitant to discuss.It's hard to make a change after all these years.Do you think the new system was rushed on everyone?
Step 4: The problem should be separated from the person.
Carefully analyze any issues in a calm and level-headed manner and see what is actually causing the problem before blaming an employee.The problem is usually not the employee's fault.Even if the employee is at fault, don't focus on their fault while talking to them.If you feel like an additional, refocused training program would help you and other frustrated employees adapt to the new system, never direct/show your anger towards the employee.Policies and procedures are in place to deal with anything that is truly wrong.A manager needs to maintain a professional atmosphere.
Step 5: Show compassion for job security fears.
A lot of people are worried about the unknown.As a manager, you should try to understand what it's like to work for a company that has layoffs or other cuts.A manager should give hope and inspire trust to his employees.They should know that they can do a task without fear.As long as the intentions are good, mistakes will not be punished.I don't know what the new corporate plan will be; all we can do is keep giving our best efforts.You know I will have your back if you keep that up.
Step 6: Don't blame yourself or take criticism personally.
The behavior of the supervisor is a major reason for employee frustration.If an employee criticizes your leadership style or specific directives during a one-on-one meeting, focus on solving the problem, not defending yourself or attacking them.Accept the fact that no employee is perfect, and avoid pointing fingers when a mistake is made.This means you as well.
Step 7: If there are any problems, take swift action.
Sometimes supervisors forget to act in a timely fashion when they are busy with other tasks.This can be frustrating for the employees as they expect their supervisor to help them.When a problem comes to your attention, swift action means tackling it.There is a mechanism which allows for immediate identification and discovery of problems.Once an issue has been identified, it's time for quarterly reviews, polls, surveys, etc.The action should be taken.Your response shows that employees have someone looking after them.They will be less likely to stress out over issues as a result.
Step 8: Follow company guidelines.
Resolving issues is a good thing.Making sure you are operating within your powers is important.Use official channels of communication to report the issue.Everything should be on record.If an employee is having a hard time focusing after a bad review, don't just tell them to take the rest of the week off, especially if that's not one of your powers.Go through the proper channels to give them a bit of time off, or look for alternative confidence-building strategies available through your HR department.It's a good idea to make a note when you see an unhappy employee.Take notes on your findings, proposed solutions, and outcomes when you examine the problem yourself.
Step 9: An action plan can be used to focus on the future.
Push the problem to the past and look forward with a clear plan of action once the employee's source of frustration has been established.If you dwell on what went wrong or what needs to be fixed, you can create new problems.Define a strategy for making improvements that will benefit everyone.Instead of telling an employee that you are sending them to a sales training program to fix their problem with closing deals, you should tell them that they are in a new sales program that explores updated techniques for connecting with the modern consumer.
Step 10: New projects, roles, and/or training should be given to them.
The change of scenery isn't the solution to every problem, but it can help with employee frustrationIf a worker is bothered by an excessive workload, unclear goals or status, an incompatible co-worker, and so on, they may want to shift to a new job description.Jan, since you have always been so good communicating with customers, maybe we should shift you into a role in customer relations.
Step 11: As a last resort, fire a frustrated employee.
When other options have run out, there is a need for a change of scenery.Don't hesitate to do what must be done if nothing improves, but give the employee clearly established opportunities to make changes.Since you switched to a new ordering system, a formerly adequate salesperson has struggled.They should be given several training opportunities, pep talks, and other ways to improve.Don't let the problem drag on.I am going to have to let you go.I think it is clear to both of us that things have not worked out since we switched to the new system.
Step 12: Do your employees have an increased workload?
When the workload remains heavy over a long time, it can upset employees who feel unfairly put-upon.The employees will become frustrated if they are expected to work harder without any reward.Employees are less likely to feel frustrated if the reasoning behind increased workload is clear.
Step 13: Be aware of perceived biases on your part.
Everyone wants to be treated fairly.Supervisors sometimes show a preference towards a certain employee or group of employees, and this can leave those on the outside feeling frustrated.You need to deal with each individual employee differently as a manager.Aim for transparency and consistency in your dealings.
Step 14: Keeping salaries and compensation in mind is important.
Almost everyone feels like they should be paid more for the work they do, so compensation dissatisfaction is often a component of employee frustration.It is usually tied to a baseline level of satisfaction rather than the main cause of frustration.You can't just give everyone raises, but you might want to look at your compensation model.
Step 15: Check to see if there is a lack of incentives.
Lack of bonuses and/or rewards for hard work and extraordinary performance can lead to employee frustration.A high turnover of employees is not good for the company in the short or long run.Update, streamline, clarify, and/or expand your incentive programs if the frustration is widespread.
Step 16: Be aware of problematic co-workers.
Sometimes exemplary workers can't get along, and other times a particular worker is a constant source of frustration for others.Use your own observation and open communication with employees to identify problematic co-workers, and develop action plans for all relevant parties.
Step 17: Look for a lack of input.
Employees will become frustrated if the lines of communication are not open.Provide clear procedures for seeking resolution for problems and let them know that you welcome their input on all work-related matters.In order to encourage them to come in, you need to demonstrate that you take their opinions and concerns seriously.