Managing Employee Behavior: Five key strategies
According to the analysis conducted by Alfes et al. (2013), the entire work environment in an organization can be affected by the pessimistic behaviour of an employee. Managing employee behaviour is one of the key responsibilities of managers. This essay aims at developing an understanding of several challenges encountered by the managers while managing employee behaviour at the workplace. Different employee behavior issues, such as ineffective communication, lack of participation in teamwork, violation of workplace regulations, and conflict with management, have been discussed in this essay. The researcher has recommended five key strategies to overcome such challenges of managing employee behaviour efficiently.
As underlined by Shields et al. (2015), diverse factors affect the employee behaviour, such as leadership, work culture, job responsibilities, effective communication, and relationship at work. Managers of the organization come across different types of employee behaviour issues, including poor communication with colleagues, lack of involvement in the teamwork, resistant to change, conflicts with the management, and breaching rules and regulation at the workplace. Most of the business analysts have agreed with the fact that the poor communication of employees at the workplace creates huge intricacies for the organization to maintain a high level of productivity (Bysted 2013). As communication is a root cause of relationship, it is significant for the employees to communicate effectively with their colleagues and build a strong connection. Ineffective communication also causes misunderstanding among employees, leading to affect the productivity and overall performance of the business. Managers face challenges in identifying employees’ concerns due to the lack of effective communication. Consequently, it affects employees’ performance at the workplace.
Another challenge encountered by the managers is that the lack of involvement of employees in the teamwork. Molodchik and Andrunik (2013) have mentioned in their research that individuals’ preference of working in isolation and reluctance to share information and knowledge with others at the workplace is one of the significant aspects for the lack of employee involvement in the teamwork. Employees often prefer narcissism in order to achieve individual growth in the organization. Managers of the organization come across difficulties to influence such employees to participate in the teamwork and deliver a high level of contribution towards achieving a shared goal.
Managers believe that the self-absorption nature of the employees does not allow them to deliver a high level of performance in the collaborative work culture. Despite being motivated by the managers, these employees always try to focus on their individual goal, rather than achieving shared objective of the team. Consequently, it affects team performance as well as business productivity.
Resistance to organizational change is another toxic employee behaviour that creates challenges for managers to implement change in the organization and achieve the desired outcome out of it. As underlined by Snape and Redman (2010), managers have to face negative employee attitude due to the organizational change. In most of the scenarios, it has been seen that the managers meet challenges to involve employees in the change process, due to which the loss of productivity in the business is often expected. On the contrary, Bello, S.M., (2012) has argued that negative employee attitude is mainly influenced by the lack of management support given for the change.
Employee conflicts may arise due to the differences in ideology and point of view. There are several factors influencing employee conflicts, such as poor communication, personality differences, different values, and competition. The management of the organization often comes across high employee turnover in the business due to unsolved employee conflicts (Kompaso and Sridevi 2010). Managers also have to deal with high employee absenteeism rate in the organization because of uncertain employee conflicts. When dealing with employee conflicts, managers need to ponder on several factors, such as the reason behind the conflict and the effective solution for resolving employee conflicts. Many employees tend to breach workplace regulations and to carry out work as per their ways. According to the discussion made by Boddy (2014), breaching workplace regulation largely affects the work environment, leading to influence organizational performance. Despite being informed by the managers about the rules and regulations of the workplace, employees often breach those legal boundaries and violate the work environment.
In order to overcome poor employee communication in the organization, managers must put systems in place especially for employees to promote effective communication. The particular system should allow managers to communicate with employees on a daily basis and identify their major issues affecting the communication process. For new employees, managers must develop an explicit on-boarding process, through which they can guide employees effectively.
When implementing such systems in the organization to perk up employee communication, it is imperative for managers to develop an assessment of the existing process that has created barriers to effective communication at the workplace (Alfes et al. 2013). Managers must arrange training facility for employees to improve their communication in the workplace. New emerging technology has also enabled managers to implement software solutions in order to carry out the easy performance reviews alongside providing feedback. Therefore, it can be assessed that implementing specific systems in place would facilitate managers to overcome poor employee communication at the workplace.
As discussed earlier, lack of involvement of an employee in the teamwork affects the productivity of the organization. One of the significant solutions to ineffective employee involvement in the teamwork is to clarify roles of each employee. An employee may not work in a collaborative environment until they get clarity of their roles and responsibility towards achieving a shared objective. The managers must focus on the document the roles and responsibilities of employees in teamwork. Each employee in the organization should be given a document that clearly mentions his/her role in the team. However, the document system is appropriate for the on-boarding remote workers, who may not have to option to make face-to-face interaction with other members to clear their confusion regarding individual roles and responsibilities (Shields et al. 2015). It is imperative for the managers to communicate with the employees and clear their confusion concerning individual roles in teamwork. Managers may aspire to create a handbook for each team in order to facilitate the team members to understand the roles, objectives and projects. Workflow image can be used in common tasks, where multiple team members are involved, to clarify how individuals can contribute to teamwork.
One of the most effective solutions to encourage employees to participate in organizational change management is to illustrate employees about the benefits of change. The employee should be given an idea what the organizational change can bring to them. Managers need to take the responsibility to communicate the post-change scenario to the employees. Lack of clear idea regarding the outcome of change could create bewilderment among employees ((Bysted 2013). Consequently, it discourages employees to participate in the change management process in the organization. The senior managers can encourage employees to accept the change by explicating them about the beneficial aspects of change and informing that change will not downsize their roles and responsibilities in the organization. The management can tell compelling change story to the employee to motivate them towards participating in the change management process. Storytelling can be a powerful tool for the managers to encourage employees to accept the change.
Molodchik and Andrunik (2013) have discussed that the employee mostly breaches workplace regulation due to lack of fairness in the workplace. Managers should focus on promoting fairness in the workplace by ensuring basic rights for employees in the organisation. It is important for the managers to treat all employees equally in order to encourage them to follow workplace regulations. Some of the basic rights that are needed to be ensured by the manager for employees include the right to privacy, autonomy from discrimination, and fair distribution of compensation. Potential employees must be given a reward for their contribution to the organisation. Any favouritism from the management can affect employees’ mind, leading to encouraging them towards breaching workplace rules and regulations.
For managing employee conflict, the management of the organization should focus on determining the real issue of conflict. It is imperative for the managers to communicate with the employees and gain information about the key reason behind the conflict situation. Without understanding employees’ concerns, managers would not be able to resolve conflict effectively (Snape and Redman 2010). Managers also need to encourage employees to articulate the issue tranquilly. By treating emotional symptoms of employees, managers can provide temporary solutions. By getting to the crux of the conflict, managers would be able to find an enduring solution to the particular situation.
Managers can avoid challenges in managing employee behaviour by employing the solutions discussed above. Effective communication plays an integral role in the organization that could be used by managers to identify employees’ concerns and resolve them accordingly. For resolving any conflict situation, managers must understand the root cause of the problem.
It can be concluded that managers can easily manage employee behaviour by adopting effective strategies. In this essay, the researcher has discussed five solutions to barriers to managing employee behaviour. From the research, it can be identified that managers must clarify employees’ roles and responsibility to encourage them participating in the teamwork. By treating employees equally, managers can motivate them towards following workplace rules and regulation effectively. For resolving employee conflict, it is essential for the management to assess the real issues behind conflict situation.