Top 10 Employee Complaints and How to Address Them By Brenda Perkins - Posted on March 9th, 2009
Ignoring employee complaints just sends them underground. Workers who receive an inadequate response from management will choose to discuss grievances among themselves instead. This spreads dissatisfaction and resentment, reducing productivity. Issues that could have been addressed early on may escalate over time. In extreme cases, unresolved conflict can result in incidents of workplace violence or costly lawsuits. Keep potential problems in check by instituting fair and reasonable policies.
1. Salary Level
Every company has to balance budget constraints against the benefits of having skilled, long term workers. Employees do not usually relish the idea of asking for more money (the process is very intimidating), so take such requests seriously. You may be able to reach a compromise by offering to share the cost of continuing education in a work related field for qualified employees.
2. Equity of Pay Structure
While complete transparency may not be feasible, fairness should always be your policy. Starting new employees at a higher rate than existing staff should be backed up with good reasons (i.e. the new worker has more experience in the related field, specialized education etc.).
The schedule and requirements for salary increases need to be clearly stated and firmly adhered to by all managers. Employees who know what goals and expectations they must meet to merit a pay increase are likely to view the system as fair rather than capricious.
4. Workplace Benefits
Rising health insurance costs hit both employers and employees hard. Sometimes there isn’t much more you can do than lend a sympathetic ear to workers who are feeling the pinch. Keeping communication on this topic open and explaining the dynamics behind these price increases can help ease the tension.
5. Perception of HR Department
Too often, the Human Resources department is seen as existing solely for the purpose of punishment and rule making. This department should be viewed instead as an advocate employees can turn to for help. Management must present a united front with Personnel when instituting policies to avoid making HR into the “bad cop”. Building a reputation for trustworthiness takes time, so try to keep turnover in this department low.
6. Information / Availability --Set a time that's for employees only (later in the week preferably)
Office Blog - Check it every morning!
Clearly communicate any changes taking place in the company to everyone involved and encourage feedback. You don’t have to agree with or implement all employee suggestions, but you should always respond so they know their voices are being heard.
7. Friction with Management
Good leaders know how to delegate without appearing lazy, and how to supervise without hovering. If you notice high turnover on a particular shift, scrutinize the management in that department for the potential cause.
Perception is as important as reality in the areas of both favoritism and its opposite - discrimination. Nepotism, romantic entanglements, and even personal friendships with subordinates are inadvisable. Keep managers and supervisors in line with strict policies and disciplinary action if necessary to avoid lawsuits.
Recognize that employees have a life of their own. For every person who doesn’t want to work overtime, you can usually find someone who is eager to earn extra money. Make an effort to adjust work schedules to meet employee’s needs and you will be rewarded with higher productivity.
10. Work Environment
Keep workplace injuries to a minimum by investing in the proper equipment to reduce hazards. Treat complaints about workplace harassment of any type seriously and take the appropriate steps to discipline or terminate the offenders. Everyone benefits from working in a safe and positive atmosphere.
About 10: How we will create a community
Monday morning breakfast meeting/Week Ahead (9-10): Eggs/Oatmeal/Yogurt, blueberries, walnuts and dark chocolate. Green Tea/Coffee. [How was everyone's weekend? What's on the agenda for this week? Who needs my support most?]
Tuesday (2-3) DRESS UP DAY! Blog Surprise in the Morning! Introduce a new artist, a reading, a community, etc.
Wednesday afternoon hike (1:00-3:00) Brown Bag lunch followed by walk to Point Pleasant and back. Talk about work plans.
Thursdays DRESS UP DAY! are "my office's open" day. Issues of any kind that you'd like to discuss in the afternoon.
I'll schedule check-ins for Thursday mornings so that I get to meet with staff at least once/month.
Everyone must submit Next Week Ahead by noon on Friday.
Once/month [minimum] we attend community events - we can have a sign-up sheet. Those who sign up can leave early on Wednesday.
To Begin a letter of gems & opportuniites
What's your best skill, what do you struggle with work-wise the most?
What do you like to do the most? What do you dislike the most about the job?
What's your dream job?
Is there something in your personal life that interferes with your work performance? (Caveat)
Are there housekeeping things that drive you bonkers around the office? (someone doesn't change the coffee filter or there's no sunlight or you hate the colour of the wall of your cubicle)
How is your workload? Do you want to work O/T if there is an opportunity for compensation?
LATEST NEWS IN COMMUNITIES, CULTURE AND HERITAGE
Province Supports Arts Sector with New Legislation Communities, Culture and Heritage December 1, 2011 12:22 PM Nova Scotia recognizes the role that arts and culture play in making Nova Scotia communities vibrant. Legislation introduced today, Dec. 1, will establish Arts Nova Scotia and formalize the structure and mandate of the Creative Nova Scotia Leadership Council.
Communities, Culture and Heritage Minister David Wilson introduced the two pieces of legislation, acting on commitments in the province's five-point plan to support the arts and culture sector.
"Artistic expression celebrates our diverse culture and contributes to the quality of life enjoyed by Nova Scotia families," said Mr. Wilson. "Arts and culture spur creativity and innovation which makes communities better places to live and build a future."
Arts Nova Scotia is an independent body that will oversee provincial government funding that goes directly to artists and will be established in legislation. The province will appoint an interim board to carry out transition to Arts Nova Scotia early in 2012.
A second bill to formalize the structure and mandate of the Creative Nova Scotia Leadership Council underlines the importance of the sector-led group in advising the province and leading the development of a cultural strategy for Nova Scotia, as mandated by the five-point plan.
Pam Birdsall, MLA for Lunenburg and ministerial assistant for Communities, Culture and Heritage, chaired a transition committee of sector members that recommended the structure, mandate and membership for Arts Nova Scotia.
Ms. Birdsall is a founding member of the Nova Scotia Designer Crafts Council and the former Mahone Bay Business Association, now the Mahone Bay and Area Chamber of Commerce. She is the co-owner of Birdsall-Worthington Pottery Ltd. and has a strong connection to the arts and culture community.
Arts Nova Scotia will administer $2.4 million in provincial grant funding that goes directly to artists.
"The province has listened to the voices of the arts and culture sector and is acting on the priorities identified by them to help our creative economy grow," said Mr. Wilson.
Other transition members were:
-- Paul Caskey, artistic director with Live Art Dance Productions
–- Leah Hamilton, an arts consultant with Genesis Consulting
-- Christopher Shore, executive director of Theatre Nova Scotia
"We were very pleased with the independence and support we were given in our process of developing recommendations for Arts Nova Scotia," said Leah Hamilton. "We believe the resulting legislation provides the structure for a strong arts funding body and look forward to seeing the Arts Nova Scotia board build on the foundation established today."
A copy of the committee's report is available at www.gov.ns.ca/tch under What's New.
The Creative Nova Scotia Leadership Council has begun its work on a cultural strategy by reviewing literature about the creative economy and has formed a sub-committee of sector members to advise government on Status of the Artist legislation to reflect the importance of arts and culture to Nova Scotians.
"With the introduction of legislation for Arts Nova Scotia and Creative Nova Scotia Leadership Council, government has shown that the arts and culture sector is an intrinsic part of the fabric of this province," said Ron Bourgeois, chair of the Creative Nova Scotia Leadership Council. "These pieces of legislation help promote the development of the entire sector."
Status of the Artist legislation is expected to be introduced next year.
FOR BROADCAST USE:
The province introduced legislation today (December 1st) to
establish Arts Nova Scotia, an independent body to administer
funding for individual artists and cultural organizations that
The mandate and structure of the Creative Nova Scotia
Leadership Council, a group of sector members who advise the
provincial government on arts and culture policy and programs, is
being formalized in legislation also introduced today.
Media Contact: Michael Noonan
Communities, Culture and Heritage