What Is Really Behind Disgruntled Employees

Employee motivation will always be a challenge to an organization. Whatever employee engagement strategies you implemented before may eventually lose their effectiveness in boosting employee morale.

Regardless of the size of your operations, there will come a time wherein Monday grumpiness among employees will extend to the middle of the week. One of your supervisors might seem more interested in examining a window stain than his spreadsheets, while your fresh graduate staff is showing symptoms of a quarter-life crisis. If these or similar scenarios are familiar, they are indications of flagging morale in your company.

While this does not necessarily mean you did anything wrong, it also means that you haven’t done anything at all. Before everything goes out of hand and somebody breaks the comfort room mirror just for thrills, here are some reasons why your employees may hate working in the company:

Mismatch of functions. It is only natural for someone to dislike his job if it requires him to do something he has not been trained to do. He might be overqualified for it, or maybe even under-qualified in some instances. When there is a mismatch of function, not only will the company get low quality output, but also a very grumpy employee. Mismatch of function is a ticking time bomb, even with star players on your team. Make sure you check with the human resource manager if employees are actually suited for their functions. It is never too late to switch them to the function they are better suited for.

Underpayment. Nobody wants to work more hours while getting paid for less. Yes, your company may want to save money by scrimping on the salary structure, but make sure that just like how you want to satisfy all your customers, you should also be able to satisfy your “internal customers”— your employees. Sometimes, some of your employees may only be motivated to work because they need to earn and not because they like what they are doing, so be fair and provide them a reasonable salary.

Under-appreciation. Some employees would be more motivated when they get a sense of approval from their bosses—being told that they have done a good job, that their efforts to produce quality output are well appreciated and have actually contributed to the company’s success. A pat on the back, a handshake, or a “good job” won’t even take a minute, but can do so much for your subordinates. It is also nice if you get to know them during breaks, take note of their birthdays, and make them feel they belong to a friendly and appreciative workplace.

Boredom. How long have your employees been working in the same position with the same functions, workload, and routine day in and day out? Have your employees developed the ability to read your mind and predict your next instructions just like the last 10 times? When boredom strikes, chaos is never far behind. Boring jobs during slow days can produce a mini-network of gossips and talkativeness in the office. Suddenly, refusing to listen to you has become a more favorable activity for everyone than doing their job. If you feel your employees getting bored with their usual routine, come up with a plan to wake them up. Try mixing teams, or even letting them try out new functions in the company.

Uninvolved. This might not be that common, but some employees hate their work because they feel that they are uninvolved in the company—that they are merely following whatever instructions are given to them. These employees are those who seek a sense of belongingness with the company itself, more than with their colleagues. They want that sense of being involved with the success of the company. I am not saying you give just anyone a seat in the board meeting, but maybe you can let them decide on small things. Allow them to plan the company outing—from the time and date, the reservation, to the games and activities they want to have. Let them steer the wheel from time to time. Allow them to have their own voice in the organization.

*Originally published by the Manila Bulletin. CC-4, Sunday, February 15, 2015. Written by Ruben Anlacan, Jr. (President, BusinessCoach, Inc.) All rights reserved. May not be reproduced or copied without express written permission of the copyright holders.