The ten most frequently mentioned issues that employees say companies do poorly

September 10, 2010 by · Leave a Comment  

The 10 mentioned issues are:

1. Poor management—uncaring and unprofessional managers; overworking staff; no respect, not listening, putting people in wrong jobs; speed over quality; poor manager selection processes.

2. Lack of career growth and advancement opportunities: no perceivable career paths; not posting job openings or filling from within; favoritism or unfair promotions.

3. Poor communication: problems communicating top-down and between departments; after mergers; between facilities.

4. Pay: paid under-market or less than contributions warrant; pay inequities; slow raises; favoritism for bonuses/raises; ineffective appraisals.

5. Lack of recognition: that says it all.

6. Poor senior leadership: not listening, asking, or investing in employees; unresponsiveness and isolation; mixed messages.

7. Lack of training: nonexistent or superficial training; nothing for new hires, managers, or to move up.

8. Excessive workload: doing more with less; sacrificing quality and customer service for numbers.

9. Lack of tools and resources: insufficient, malfunctioning, outdated, equipment/supplies; overwork without relief.

10. Lack of teamwork—poor coworker cooperation/commitment; lack of interdepartmental coordination.

The result is an increasing number of employees are disengaged from their jobs.

Find more  statistics and learn about Employee Engagement >>

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Category: Assessments, Base, Employee Engagement, Employee Recognition, Leadership Development, Lifestyle, Strategic HR | In the Article:

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Gary plays a key role in leading and defining solutions to help companies overcome “people challenges” to create productive, engaging and prosperous workplaces. Twenty years of business experience including management and human resources, working with small companies and Fortune 500 firms gives Gary a solid “hands-on” knowledge of the industry. His passion is to promote ideas, solutions and technology that inspire excellence at a workplace and creates positive change. Gary’s primary focus is the development of business solutions to help companies evaluate, select and develop the very best people. In addition to managing a team and overseeing custom program development for the client, Gary works to increase each company’s productivity and employee engagement by implementing wide range of evaluation tools and strong system of support.

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