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5 Staff Complaints Every HR Deals With And How To Handle Them

The saying goes, ‘the most difficult species to manage are humans.’ As an HR, that happens to be your major responsibility. How far your organization will go largely depends on your ability to manage and maximize your human resource. 

 

When there are unresolved conflicts in the workplace, HR must be proactive enough to identify and tactically resolve such situations in the organization. If you are having trouble dealing with certain staff complaints, this article will help you with tips on what you can do to get ahead on some of these complaints and get on with your job.

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Staff Complaints Every HR Deals With And How To Handle Them

Micromanaging

Indeed, some staff would not perform well if they were not micromanaged. But most employees detest being micromanaged. You get multiple complaints from staff about their managers monitoring their every step without giving them breathing space to thrive. 

 

To be objective, employees who complain about micromanagement aren’t wrong. They often feel the company doesn’t trust them enough to deliver results without close supervision. And while that is the case for some employees, most employees need that breathing space to carry out their duties creatively. 

 

Encourage your managers to spend more time doing their job and trust their subordinates to deliver—particularly those who have proven their competence. Your company’s overall productivity might suffer if managers spend more time micromanaging employees than actually doing their jobs. 

Job Roles and Description

Sometimes employees might approach you with statements like, “My responsibilities don’t accurately correspond to the role I was brought in for.” Normally, such conflicts are best addressed by the supervisors and leaders in the employee’s department. 

 

Therefore, you should channel these issues back to the leadership of the employee’s department. 

Concerns Around Work-Life Balance

Of all the problems you might  handle within your organization. Therefore, you should never take complaints suggesting an employee might be getting weary or burnt-out lightly. 

 

Complaints like “Workplace pressure is disrupting my family time” suggest an inability of an employee to achieve a healthy work-life balance which may later result in employee burnout. Your aim should build a corporate culture that encourages a healthy work-life balance. 

 

When staff comes to you with the above-stated complaints, possible solutions might be reducing their workload  or helping them figure out ways they can easily perform their duties.

Unclear Promotion Process

It is common and inevitable that some employees are not considered for promotion when a promotion cycle has been finalized. One of the consistent complaints you will get from employees around this line is that “there is no clear checklist or parameters around what it takes to get promoted.”

 

This is the case many times for most organizations. If this situation is not well managed, employees not promoted might begin to feel the decision not to promote them was personal, or they were not just the bosses’ favorite.

 

Your first approach will be to depersonalize the situation by sharing the variables considered and adequately communicating specific reasons they were not considered for a promotion. These variables may be time spent in role, general requirements, and business needs.