5 Common Problems That Riddle Corporate Workforces

The gap between employee expectations and company policies is among the primary hurdles faced by HR managers in companies. From bad supervisors or managers and poor communication to conflict because of diversity, several issues can hinder the workforce’s productivity.

The workplace plays an important role in the shaping up of new ideas. Appealing to the creativity and mindfulness that one achieves in the place designed for it has its own benefits while hiring employees.

It is a known fact that the workplace is not always the most peaceful and relaxing space, but it is still the place where employees and employers spending the majority of their day – 9 am to 5 pm or more. It is, therefore, important to have a sense of unification and productivity in the workplace.

It would be optimal for the workforce to enjoy these hours and be able to achieve new feats together. The gap between employee expectations and company policies, however, is among the primary hurdles faced by HR managers in companies. From bad supervisors or managers and poor communication to conflict because of diversity, several issues can hinder the workforce’s productivity.

Apart from hiring employees, recruiters and others in human resources must continuously work towards decreasing this gap. Here is a list of the five most common problems that riddle corporate workforces:

  1. Disengaged employees

For proper workflow to prevail in the workplace, employees must be engaged in their work thoroughly. A lack of engagement lowers productivity and efficiency while increasing absenteeism, accidents, and errors. This negatively impacts profitability and job growth for the company. An international study showed that 31.7% of employees loved their jobs. That leaves a whopping 68%+ disinterested and disengaged employees.

This is downright nasty for the organization. With employees who find their work hours engaging, you can expect:

    • Increased profits per employee annually
    • 2.3 times profit hike in three years
    • Additional 18% customer retention

In this workforce issue, the topline and managers are as much guilty as the disengaged downline. It is their duty to build an environment, which motivates employees. If leaders do not succeed at talent acquisition, assessment, handling, and utilization, you may have to reevaluate the company’s managing team or style. Therefore, remember this when you are hiring employees in higher, mid as well as lower roles.

2. Lack of proper and effective communication

Communication is key for any successful organization, irrespective of the nature and intensity of the communication. Effective communication must prevail from the very start, i.e., from the moment of hiring employees.

Great leaders believe in persistent communication, which leads to more productivity. Employers should look for opportunities to establish effective communication with their workforce. This kind of communication will not only acquaint and equip the employees with information; it will also be helpful in removing friction from within the workforce.

3. Time management

Time management in the workplace is a real challenge. It is the process of planning and exercising conscious and cognitive control of the time spent on specific activities to work smarter more than harder. It is a juggling act of various things that helps to increase efficiency and strike a better work-life balance.

Time management is important in the workplace to get higher productivity, and also helps to reduce workplace stress. It is a prerequisite to building a healthy and dedicated working environment. It is important to manage staff, projects, and all the business processes timely and the lack of time management is a bigger concern.

4. Workforce diversity

This is one of the biggest and veiled problems faced by human resources. The workforce has evolved. While hiring employees for the job, one has to ensure that they take care of the temporary and contractual staff as well as consultants. The teams will comprise people of varied ages, ethnicities, genders, etc.

People from all over the world are now applying for jobs, bringing together their selective perceptions into one place and providing yet another angle to the narrative. In order to avoid diversity among the workforce, you must work towards nullifying comparison. Comparing on various grounds has become an unhealthy practice. These are some of the most common comparison and diversity-related problems in the workplace:

  • Partisanship
  • Racism
  • Discrimination
  • Lack of respect
  • Poor communication
  • Cultural conflict

5. Excessive or improper company policies

Company guidelines are meant for the easy-running of the company. All employees, in whatever capacity, must abide by them. However, these policies tend to cause little discomforts for the workforce. According to the latest researches, companies that provide more space for creative freedom and have fewer complex policies, yield far more efficiency from the workforce. Too many company policies lead to oppressive behaviour.

Following company policies just for the sake of it takes a toll on efficiency. These policies are, after all, just paperwork, which can be efficiently mended to make more relevant with passing time. And it is something the HR department must do constantly and consistently.

There are always problems that hinder the successful working of a company, but that is never the end. As human resources, when you come across such issues, it is important to patiently think through alternatives that can help. You may get the employees also involved in bringing about change. The problem-solving activity should be done outside the workspace, through an experience that is all-inclusive and fun.

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