Fix Frustrations at Work
Frustration is a troublesome emotion. It can mount and mount repeatedly until it becomes too much to take and causes an eruption. Being aware of it and learning how to resolve it effectively will save you time and trouble.
Employee frustration could often be a personal issue that is resolved before it ever reaches your desk. But don’t forget that sometimes disgruntled employees want to make a change, and will be vocal about their frustrations.
How to Fix Frustrations at Work
Encourage communication.
One of the reasons your employees might get frustrated is that they are lacking in communication. Maybe they feel alone and overwhelmed, or maybe the lack of communication has left them confused. Either way, where poor communication fails, opening the lines of communication is sure to succeed.
This is probably your first, crucial step to resolving frustration in employees. When an issue arises, be sure to keep the lines of communication open.
Be available, be clear, and be honest.
Take initiative.
Frustrations may be an inconvenience to you, as most workplace leaders are already busy with dozens of tasks. However, letting issues fester could cause much more damage in the end. A frustrated employee could easily build pent-up aggression.
Don’t forget to take the initiative, and of course, keep your lines of communication open. Tackle the issue before it gets too serious. Simply waiting could be risky – you could make the frustration worse, decrease significantly in productivity, or even lose an employee.
Change your perspective.
It might be difficult to understand why something is so upsetting to an employee, or what they are wrestling with at that current time. Therefore you might have a tendency to overlook an issue or not take it too seriously.
Ask yourself: What are the employee’s goals here? Would I be frustrated if I were in that position?
Come up with an action plan.
After you’ve discussed the issue, it’s a good idea not to linger on it. This won’t create a solution. Instead, focus on the future, and what can now be done. Offer the employee solutions if you can. The ultimate goal is come up with some course of action.
You may want to go over a game plan for the employee so that they can look forward and proactively fix things. Here are some options you can choose:
Offer up some advice.
Invite them to a workshop.
Check up on them occasionally.
Assign them a project they would do well at.
Look into additional training.
Separate the issue from the employee.
It’s in your best interest to stay level-headed when dealing with employee issues. It might be easy to blame them because more often than not, they’re only the one bringing the issue to light. Discuss the problem with them in such a way that they know you’re actively trying to help them.
Keeping your composure and speaking professionally with an employee, even if they’re at fault, will help put them at ease and it will help you dissolve their frustration easier and quicker.
Do you need more help becoming a Difference Maker in your organization? I’m the trusted business advisor, executive coach, career guide, and leadership consultant you’ve been looking for. I’m here to listen to you and help find solutions for your frustrations. Please contact me today at 858-692-0438 to learn how I can help you!