“Challenge” is a multi-faceted word. It’s defined by Merriam Webster Dictionary as “a stimulating task or problem; a summons that is often threatening, provocative, stimulating or inciting.” Listed among its synonyms are “difficulty, protest, objection, complaint” and even “stink.”
While there may be some employees who claim they “love” or “rise to” a challenge, for many, the obstacles that keep them from being happy, engaged or productive tend to fall further on the negative end of the spectrum.
And, your employees’ challenges are your challenges, if they negatively affect people’s performance or levels of job satisfaction. Because you’re all working toward a common goal: keeping your business successful.
How can you turn workplace challenges into solutions for everyone? Here are three examples, along with suggestions to do just that.
Poor Work/Life Balance
Research consistently shows that happier employees are more productive – and a leading contributor to happiness is a healthy work/life balance. Build this commitment into your company culture.
- Implement flexible scheduling. It works differently for various organizations, but with a little thought and creativity, you can make it happen. There are also numerous software solutions available to schedule and track time off. You further empower your employees if you give them greater control over and responsibility for their schedules.
Without effective communication, it’s tough for employees to know what’s expected of them. It can also lead to problems going unreported, frustrations festering, and trust being broken. Not a healthy picture for your company’s image or competitive success. Put robust communication systems in place that allow messages to travel freely from top to bottom and vice versa.
Keep these communication guidelines in mind:
- Practice active listening and encourage others to do the same. Consider providing training in this and other communication methods.
- Meet regularly with employees and teams.
- Choose the right communication channels, tools and media.
- Actively seek feedback on how you might do better with all your processes, including communications.
Lack of Recognition
It’s innate in human nature to seek acknowledgment for a job well done. In one study, more than 90 percent of employees said the recognition was meaningful, even if it’s just a simple thank you.
- Make employee recognition genuine, personalized and impactful. It can help increase engagement, promote collaboration, improve retention, and foster friendly competition between team members. It’s especially powerful when tight deadlines and other unforeseen demands occur.
- Encourage peer-to-peer recognition. While that internal competition can be healthy, managers should always emphasize that individual success also equates to team success.
- Acknowledge people’s personal, as well as professional accomplishments. Celebrate milestones like marriages, new babies, and completing degree or certificate programs, as well as volunteer and other community contributions.
The workforce and leadership development experts at Accurate Staffing Consultants, Inc., have a wealth of solutions, resources and expertise to keep your business on the growth track. Contact us today to learn more about how we can partner with you and your winning team.