What Your Employees Really Think About You, And How It Can Boost Productivity

Small businesses can easily get stuck in a rut. Often entrepreneurs think that they’re doing the right thing with their employees, but all too often this results in problems in the workplace and resentment. Ultimately, your business suffers, and your competition starts beating you at your own game.

So what can you do about it? Check out some of these common employee complaints, and the secrets for dealing with them.

Complaint #1: “I’d Work Harder If You Cared About What I Was Doing”



Lack of appreciation is the number one reason why employees don’t work harder for you. It’s hard to sink your life into a project for your boss if your boss fundamentally doesn’t care about you and your role. We all know the difference between a good boss and a bad boss.

Good employers see their role as coaching their staff so that they can achieve their potential. Bad bosses see colleagues as individual from whom they have to extract output (which is never good enough). Recognition doesn’t have to be formal; it just needs to be there. The occasional high-five or appreciative email should do the trick.

Complaint #2: “Your Feedback Sucks”

As a manager and a boss, you want your employees to perform better at work. You can see lots of problems in what they do, and this can leave you feeling tired and frustrated. Often your feedback involves little more than reeling off a list of all the things that you’d like your staff to improve upon. The problem with this is that it is all rather one-sided. By only ever focusing on the negative aspects of a person’s work, you ignore all of the things that your staff are doing well.



It’s important, therefore, to have performance management solutions in place that allow you to both appreciate the good and the bad coming from each employee. For instance, you might have an employee who excels at generating new leads but who fails to deliver when it comes to clients signing on the dotted line. Granular feedback enables managers and employees to get a more holistic view of each team member’s performance.

Complaint #3: “Stop Sugar-Coating The Truth”

Ever heard this one? Often employers will try to make things sound nice for their employees, glossing over significant problems. Some delicate individuals will prefer this approach, but the vast majority want honest instead. Plus, it’s hard to have a thriving workplace where people can’t talk openly and honestly about their issues and their performance problems.



To keep staff motivated and happen, it’s essential that your place of work has transparency. This means being genuine and tactful in your conversations with staff, It also means bring your team members along for the ride, keeping them up to date with what you’re doing and the direction in which you are taking the company. It also means bringing in people from your business to join in with brainstorming sessions and planning so that everybody has an input into the process. Open door policies help encourage communication.

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