Talk to us about any employee-related matters you may be interested in.
There are various reasons why employees may not be performing to their potential.
We are able to identify and address the following problems.
Employees may not feel motivated to perform at their maximum potential. This may be because they are dissatisfied with their jobs for various reasons.
We take several steps to identify and address problems associated with low job satisfaction.
Job satisfaction means different things to different people. We test employees to measure not only how they feel employers are meeting various aspects that contribute to job satisfaction, but also the degree to which each of those factors is important to them individually. This understanding enables employers to make changes in aspects of the job that will have a major impact on the satisfaction of employees.
In organisational psychology there is an emphasis on the concept of “fit”. This concept means that employees are likely to feel more satisfied and motivated to the degree that their personal characteristics match the requirements of the job. We use tools such as interviews and psychometric testing to identify aspects of an employee’s characteristics that may not fit with the needs of the job, and therefore may be impacting on performance. This may mean re-designing the job so that it better fits with the employee, or it may mean reassigning the employee to a role that is better suited to them.
Employees may not be performing at their optimum due to feeling stressed.
Stress is a very fuzzy concept due to the endless number of sources from which stress can negatively impact on an employee’s performance. For instance, there may be demands of the job that are directly causing stress to the employee. Then again, there might be an external factor such as a relationship break-down that is stressing the employee and causing their performance to suffer at work. The problem for an employer is that, for whatever reason, stress may be negatively affecting the performance of employees.
Traditional approaches to dealing with stressed employees often do not solve the underlying problems. For instance, sending employees on stress-leave may provide temporary relief for an employee. However, because the underlying cause has not been addressed, the stress problem is likely to re-occur.
There are a number of methods we use to address the problem of stress with employees:
Often employees with underlying psychological issues such as anxiety or depression might be more vulnerable to stress as there is a considerable overlap between these conditions. We are able to screen employees for these related conditions. Where severe problems are identified, more specialised help might be required. However, factors such as a listening ear, some changes to the job, and some flexibility on the part of the employer can often make a huge difference to the psychological well-being of an employee.
Furthermore, a more detailed testing and analysis of an employee’s stress profile will identify specific aspects of stress and their impact on individual employees. For instance, for one employee, work worries might keep them awake at night, leaving them tired and lethargic at work. For another employee, stress might cause temper outbursts towards other employees. Understanding how stress affects individual employees enables an effective solution to be found to the problem.
It might be that an employee finds certain aspects of a job highly stressful. The comments in the previous section with respect to job-redesign are also applicable when it comes to reducing stress for employees.
Training employees on how to cope with stress will better enable them to deal with the stresses of life that tend to arise from time to time for most people.
Some employees may benefit from being able to talk through their problems and, with the help of a counsellor, be able to resolve their own issues.