Experts provide tips on how to combat the negativity
There are three overwhelming trends in the Australian workplace leading to employees complaining: better compensation and benefits elsewhere, limited career progression and poor company culture.
That’s according to the 2023 Australian Workforce Trends report by Frontline Recruitment.
“Today’s workforce is not necessarily ungrateful, but they are definitely seeking more meaning and sense of purpose when it comes to work than in previous times,” Melissa Moseley, general manager, Frontline Recruitment Group, said.
“They want to come to work for more than just a salary. They also expect to genuinely feel that their employer cares about their wellbeing.”
Recently, the Harvard Business Review said complaining can be broken down into four areas:
“Some of the most common grievances that employers hear from employees in Australia include issues regarding communication, lack of recognition, maintaining a healthy work-life balance, opportunities for career progression, and fair remuneration,” Jordan Cullen, director of Cullen Jewellery, said.
With the gradual return to the office as the worst of the pandemic subsides, should employers expect a spike in harassment complaints?
Employers can tackle these complaints through various solutions, said Cullen.
“Enhancing communication channels and fostering open dialogue can help employees feel valued and heard. Recognising and rewarding employees for their contributions can boost morale and motivation, while promoting flexible work arrangements and initiatives that support work-life balance can enhance employee well-being.”
Employers should also focus on creating a positive work environment and a culture based on trust and respect, she said. “This involves setting clear expectations, fostering effective communication channels, and promoting transparency.”
“Being on the front foot is important,” said Moseley. “Gaining an understanding of key trends in workforce sentiment will help you know what employees are prioritising when it comes to work.
Regular engagement surveys will also help you understand what could potentially keep employees from feeling engaged and productive, she said, and “will also help you proactively manage any gaps before it leads to complaints.”
It’s also important to provide opportunities for employees to feel a sense of connection to their colleagues, particularly in the hybrid working environment, to developing a positive workplace culture, said Moseley.
“There need to be a high degree of trust between both parties. Trust leads to engagement which leads to higher productivity and job satisfaction.”
If employers provide clear paths for career development and invest in training and professional growth opportunities, it can demonstrate a commitment to employee advancement, Cullen said.
“Additionally, ensuring fair and competitive compensation packages aids in talent retention and employee satisfaction.”
Offering regular feedback and recognition also helps employees feel appreciated and reduces the likelihood of complaints, she said.
“Employers should also prioritise employee well-being and work-life balance, providing resources and support when required.”
