Working. Most of us do not enjoy the idea of getting up early in the morning to go to work. However, this is the reality that the majority of us face, that is, if you want to earn your own money. Issues of gossiping, low motivation, and having little job satisfaction are common workplace issues that many employees face. Nevertheless, this does not always have to be the case, as they are plenty of options available to choose from to mitigate, reduce and solve such workplace issues.
1. Identify the issues
Before anything else, identification of the issues is crucial. After all, you will be unable to tackle issues effectively if you do not know what they are. So, the first step is to find the right problem to solve. More often than not, there will be multiple problems to address, but you cannot solve them all at the same time. Instead, prioritize the ones that cause the most distress and are felt by most people. Also, depending on who you are and where you are located in the workplace hierarchy, you may not have the authority or power to enforce significant changes. If that is the case, that does not necessarily mean that you cannot spark change, but simply, you can draw your attention to problems that you can realistically solve and make a difference in.
How do you go about identifying the issues? There are many ways, tools, and techniques to do this. One way, for example, is to conduct employee reviews. This is a rather simple yet effective way to identify any potential issues. These can be done through interviews, surveys, and questionnaires. Whichever method you choose, it is best practice to make sure that employees feel safe and protected when answering. So, in the case of sensitive topics, such as discrimination and bullying, an employee may not feel comfortable sharing their experiences. In such an instance, having anonymous surveys and questionnaires would likely be the best idea for both parties (the employee and the company). Therefore, conducting employee reviews should happen sequentially, say perhaps, conduct a survey first and then subsequent interviews if necessary.
For issues relating to physical safety (i.e., hazards, illness, etc.), then conducting regular risk assessments should be a priority. This involves examining situations and processes that may cause harm. For example, checking that fire alarms are well functioning, and the correct procedures are mapped out, ensuring lighting fixtures have no sign of detriment, and that the workforce is properly vaccinated and in good health. By doing so, risk assessments provide an opportunity to enhance the safety and functioning of the workplace and identity any and all areas of concern if conducted thoroughly and by professionals.
2. Ask and find out who is affected by the problem
The next step is to make sure you have a solid and clear understanding of who the problem affects, both directly and indirectly. This is because often, workplace problems have knock-on effects on different people, which you may not have considered or expected. For example, with the issue of gossiping, there is a potential that not only the target of the gossiping is negatively impacted upon, but also their friends and people associated with them too. Or, if an employee has low motivation, this can affect those around them and lower team morale. So, getting a sense of the scale of the issue(s) and how it affects others should also be considered.
3. Think of solutions
Once you know what the problem is and who it involves, you can then move onto the third step, brainstorming ideas on how to solve the problem. If the problem is relating to administration and human resources, then perhaps the company should consider trusted HR services Austin, such as those provided by Austin payroll services. Or maybe, the problem is one that is solved by having better and clearer communication. You do not need to get this third step correct right away, as its purpose is to simply generate multiple ideas before eventually selecting the most appropriate.
4. Choose the most appropriate course of action
After brainstorming, there should a plethora of ideas to choose from. Crucially, this fourth step is where the action or actions that need to be taken start to be realized. It is important to record and make a note of why you chose this specific action plan and how you believe it will solve the problem(s) at hand. Also, it may be a good idea at this point to consult and talk to employees, especially those who the problem affects the most about your ideas. By doing so, you can gauge if your ideas align with theirs and determine whether they agree with what is being proposed. If yes, then it is safe to proceed to the penultimate step; if not, continue discussions and brainstorming until a consensus is reached.
5. Implement the solution, solve the problem
Now that most of the hard work has been done, you can now begin to actually implement the proposed solution to the workforce. Make sure there is one hundred percent clarity and transparency about what the action plan is and that everyone is onboard. Effective communication is, therefore, extremely key. Hopefully, by the time you have reached this stage, one or more of the problems identified earlier will have been solved or, at the very least, be in the process of solving.
6. Monitor and keep an eye on any progress
Finally, to ensure all the hard work is not lost, monitor the issue, and see if progress has and is being made. Ask employees whether or not they feel that has been the case and possibly even conduct follow-up surveys and questionnaires after actions have been made. If the problem has been resolved, then brilliant, you have achieved your goal and should be very proud! However, if progress has been slow or has not been made, go back to some of the previous steps and make the necessary alterations. Remember, if at first, you do not succeed, try, try, and try again.
Join the discussion on this topic with Ericulous Blog by visiting our Business page