Everything can be taken from a man but one thing: the last of human freedoms – to choose one’s attitude in any given set of circumstances, to choose one’s own way.
–Viktor Frankl, “Man’s Search for Meaning”
Have you experienced these:
- An interesting project gets cancelled after weeks of hard work
- Reaching home from work and seeing your children awake after 2 weeks
- Being a part of change initiative without a vision or a goal
- Suggesting a new idea which is shot down by the superiors for a well-trodden path
- Lack of resources for achieving goals
- Unrealistic deadlines for projects
These experiences are examples of what leads to employee frustration.
Regardless of its source, employee frustration ultimately leads to dissatisfaction, disengagement, reduced productivity and increased turnover.
Common Sources of Frustration in the Workplaces
Communication problems.
People don’t communicate effectively in their team, or with other teams, resulting in misunderstandings and wasted effort.
Lack of rewards and recognition
Team members that feel as if they aren’t being rewarded or acknowledged for good work begin to think that it’s all a big waste of time.
Limited career progression.
Sometimes people become frustrated by the limited opportunity for career development in their team.
Process problems.
Inefficient, slow processes can be a cause of frustration. “This is a waste of my time, there is an easier way!”
Not being heard.
When a team member makes the effort to speak up with ideas without any of them being heard, frustration is sure to follow.
Four Ps to manage employee frustration
Pin Down Reasons : Take time to dig in and find out what’s going on with the individual. Find out why they’re upset. They could be upset with you, their current job status or another member of the staff. It’s also possible that they are unhappy due to something unrelated to their time at work. Helping, whether through a formal employee assistance program or other means, will build their loyalty to your company.
Prompt Action : The best time to address the situation was yesterday. The second-best time is today. The longer you wait to address the issue after it’s been identified, the more time it will have to fester, adding fuel to the fire. It may not be a fun-filled conversation, but it needs to happen sooner rather than later.
Maintain Privacy : While the staff may need to be addressed after the situation is resolved, initially, it’s best to meet with the unhappy staff member one on one. This ensures that the employees feel heard and at the same time it avoids spreading negativity in the work environment.
Have Patience:
- As business professionals, we want to fix things immediately. While this is a great attitude to have overall, it doesn’t work in every situation. A quick turnaround in employee morale can really drive efficiency and productivity, but it isn’t always possible.
- Keep in mind when dealing with an unsatisfied staff member that it may take more than one meeting to iron out the problem. If someone has been unhappy for a month, it may not be possible to bring the sunshine out from the rain in just an hour.
Company HR Leaders should prevent employee frustration by improving the employee experience.By attending micro moments or everyday experiences, it’s possible to identify where negative energy and frustration may be coming from. Organisations should invest in building an internal brand if they want to improve retention, productivity and performance.
For more ideas on how to improve employee productivity, please connect with us