Human Resource sees a share of workplace issues, ranging from general administrative hiccups to unique problems that may require more planning and consideration.
Workplace issues should not be viewed as problems but tasks for the department to resolve as soon as possible before they escalate to bigger challenges.
Let’s look at the common everyday work life issues and learn what Human Resource practitioners do to resolve them.
Playing favourites at work
When the boss has a seemingly better relationship with a particular subordinate, it may send tongues wagging in an unprofessional manner, that can sometimes be escalated to the Human Resource department.
To handle this delicate matter and not make either party uncomfortable at work, stronger communication skills can be deployed to clear out confusion or clarifications.
The bosses can be gentled reminded to give all team members an equal share of face time or even step up daily greetings if they are not big on small talk.
This situation is also not unheard of among small-level employees.
In this case, supervisors can attempt to break up cliques by having more team bonding events or lunches for employees to have more chances to get to know each other, especially if there are new hires.
Lack of transparency in hiring methods
With the ubiquity of social media platforms, a new teammate may have joined the company through LinkedIn recruitment or Instagram.
For employees who came in through the traditional recruitment methods, they might think the new hire would have bypassed the selection process or entry tests for the job position.
To prevent the new hire from being ocstracised within the team, the hiring manager can clear up doubts and affirm that the company’s recruitment strategies are unbiased and not based on favouritism through a team meeting.
The more transparent the company is on their practices, they will be able to build a strong trust and relationship among employees.
Unfair promotions
Promotions can be a sensitive subject in the team that happens once or twice a year.
For employees who may have been passed for promotions, they might think they are being left behind or overlooked, and for some, they may start to believe their bosses are dissatisfied with their perform and start thinking of leaving.
In the company, we understand that promotions are tied to many reasons such as revenue, pay grade ceiling, team hierarchy, and more, and that not every deserving person may have the chance to enjoy the recognition.
To clear up negative feelings within the team, Human Resources can work with team managers to deliver transparency and better communication to ensure that no one feels slighted, and the person who got promoted will feel deserving.
On a micro level, team managers can bring up the employee’s performance and let him know the areas for improvement and targets he needs to hit to be deserving of a promotion.
And on a team level, managers can share the push points that garnered the employee a promotion.
By clearing up these common issues, it can make working life more pleasant for all parties.
