Why Companies Need to Address the Fears of their Employees

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Why Companies Need to Address the Fears of their Employees

Why are employees quitting their jobs nowadays? The COVID-19 pandemic managed to destabilize the world economy, launch a global health crisis, and put the globe in a precarious social setting. 

Yet, its effects are not over. Right now, businesses all over the world are trying to find people willing to work. As it turns out, even though the economy is bouncing back and there are lots of job opportunities, in many parts of the world, there is a labor shortage that disrupts industries and the supply chain.

So what’s going on? Why won’t people return to work and how do they manage to survive without a job?

As it turns out, employees have valid concerns with regards to their safety in the workplace, fair payment, and time wasted on long commutes. Plus, many workers are not ready to return to a job where they’ll be overworked without proper compensation. 

Also, workers who are close to retirement and have some savings, prefer to go into early retirement than face the long commutes.

On the other hand, the younger generations that are taking over the workforce want companies that care about their physical and mental well-being, good work conditions, and equality in the workplace. 

All these concerns and fears have piled up during the pandemic, creating a barrier that’s difficult to break with empty promises and better wages. Employers must learn how to address employee fears and how to respond to them by creating a better, more worker-focused environment. 


How Can Companies Address These Fears?

Have you ever read employer reviews on a platform that allows employees to freely state their woes?

In many situations, the complaints are not just about wages or long hours; the main complaints are about feeling unheard, lack of communication between management and workers, lack of flexibility, and more. 

You’ll also notice that many employees work hard to improve their relationship with the management or try to communicate their issues before deciding to leave. This means there’s still hope for companies that are truly interested to make things better and retain their talent. 

Maintain an Open Dialog

Whether it’s about new guidelines and safety measures or implementing a new work culture, make sure your employees are up to date with any changes ahead of time. Also, allow them to comment and express concerns if your plans affect their work schedule or routine. 

Create a policy of open communication where an employee can go to their supervisor and voice their fears. For this, train managers and team leaders on how to listen to people’s concerns and how to make them feel heard. 

Also, don’t expect people to simply walk into your office and let you know what they are thinking. Be proactive about learning their opinion by having company-wide polls, open meetings, and the possibility to anonymously submit complaints.

Care for Your Employees’ Wellbeing

Companies need to practice empathy towards their employees and start seeing them as the complex human beings they are (not just as part of their resource kit). Also, when they have empathetic leaders, people are more responsive, united in times of need, and more likely to stay loyal to the team. 

Pay attention to employees’ physical and mental needs and make sure they feel safe in the workplace. It’s also important to accept the emotional side of your employees and learn how to accommodate the needs of a person who struggles in their personal life. 

When you understand the reason why your employees can’t perform at their best levels, it’s easier to take steps in supporting their needs. You will also understand how to help them be more driven and motivated. 

Key Takeaways

Our fears and concerns accompany us wherever we go, which is why companies must find ways to alleviate the ones connected to the workplace. Plus, nowadays many of these fears can be reduced or eliminated with the help of technology. 

For instance, a CRM solution can help reduce the workload and pressure on the sales and marketing departments. The same can happen by implementing various automation tools in the production process.

At the end of the day, it’s crucial that companies start treating their employees as the most important assets on the road to success. 





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