Top Reasons Employees Seek Help for Workplace Problems

No, this isn't one of David Letterman's lists, but it could be! (These are in no particular order). Supervisory suggestions on handling these are below.

1. I'm stressed out because I can't do my job with the resources and time allotted to me.
2. I try to communicate my problems to my supervisor, but he/she won't take the time to listen to me.
3. My supervisor won't do anything about another employee who's causing lots of problems.
4. I'm doing the work of 3 people. (Followed by: I never got the raise I was promised; or, Now they're not even looking to hire new people anymore).
5. My supervisor doesn't apply policies equally to different employees.
6. My supervisor hovers over my shoulders.
7. My supervisor hides in his/her office.

Now, please keep in mind two things:

• Many people come to seek employee assistance help for reasons other than workplace issues.
• While it may seem that most of the above reasons pick on supervisors, it is very true that you as a supervisor can have a huge, positive influence on your workplace atmosphere.

Supervisory Tips for the Top Problems listed above

1. If you understand that your employees are doing the best they can with the resources and time allotted to them, let them know that you recognize it and that you appreciate their efforts. Realize that people can only operate at 100% capacity for a short time before they need a break, so allow for that. Try to build in extra margins so that your workgroup only operates around 80-90% capacity on average. That way, when you and they are hit with an extra project or a sudden change, the margin can absorb it and the work gets done. Make sure you rebuild the margin back though!
2. Even if you don't have a solution, listening communicates respect and importance to your employee. This is parallel to a very common problem with couples where one partner stops listening to the other because they feel that they have to provide a solution to the problem. Not necessarily true!
3. This is a hard one mostly because nobody likes conflict. Addressing problems with one employee not only takes care of the problem (hopefully), but it also sends a message to the other employees that you do care about the work environment and will act to keep it running at its best. And that can be very stress reducing to the others.
4. Similar to #1 above except it has the implications that the situation was supposed to be temporary and that implied (if not overt) promises weren't kept. Your employee will soon reach burnout and you will have much bigger problems to address, so take steps while the problems are still small. If you make promises, keep them. Your integrity as a person and as a supervisor is on the line when that happens.
5. Few things create resentment as quickly as seeing others around you being given preferential treatment while you are ignored (or worse). This is especially a problem where the treatment in question becomes out and out rude to the person or persons left out. Simply stated, treat all of your employees as human beings, as you yourself would want to be treated. Take time to individually express respect and appreciation to all of your employees, even the difficult ones. It's the grease that keeps the gears turning as smoothly as possible.
6. Trust your employees to work on their own, but check the work as you have concerns and address problems when they come up. Allow your employees to be creative, to "own" their work, and even to fail - and use the failures to help them learn how to do their jobs better.
7. This complaint comes up mostly when supervisors are avoiding having to deal with a situation or give direction to employees. If you're not sure how to handle the situation or what to say, get some input from your supervisor. Our office, UA Life & Work Connections (621-2493), can also be a resource for you as well as other pertinent departments within Human Resources.