The Empuls Glosari

Terma Glosari Pengurusan Sumber Manusia dan Manfaat Pekerja

Pekerja yang tidak puas hati

Pekerja yang tidak puas hati tidak berpuas hati, kecewa, atau tidak berpuas hati dengan pekerjaan atau budaya organisasi. Mereka mungkin menggambarkan tanda-tanda seperti sikap negatif, penurunan produktiviti, ketidakhadiran, atau terlibat dalam tingkah laku yang memudaratkan. Ini mungkin berlaku kerana isu-isu yang berkaitan dengan pekerjaan, kebimbangan organisasi, atau konflik interpersonal.

Siapa pekerja yang tidak puas hati?

Pekerja yang tidak puas hati adalah individu yang mempunyai rungutan dan tidak berpuas hati atau tidak berpuas hati dengan budaya organisasi atau tanggungjawab kerja. Pekerja yang tidak berpuas hati boleh memaparkan sikap pasif, menyatakan rungutan, atau mempamerkan tingkah laku yang menunjukkan rasa tidak puas hati.

Dengar, kenali, anugerahkan dan kekalkan pekerja anda dengan perisian penglibatan Pekerja kami

Apakah ciri-ciri pekerja yang tidak puas hati?

Ciri-ciri pekerja yang tidak berpuas hati boleh berbeza dari individu ke individu; Tanda dan tingkah laku yang paling biasa yang mungkin ditunjukkan ialah:

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‍Pessimistic attitude: Disgruntled employees often display a consistent pessimistic attitude toward the work or colleagues, such as complaining behavior established, criticizing decisions, or expressing discontentment.‍
Low self-esteem: Exhibiting a decrease in morale and self-esteem is one of the common characteristics seen; they may appear disengaged, lack enthusiasm, or have the least interest in work.‍
Low productivity: Grievance can exhibit an employee's level of productivity and performance, such as a decline in work output, not meeting deadlines, or low quality of work.‍
Increased absenteeism: Disgruntled employees show higher rates of absenteeism and are more likely to take sick leave or personal days off.‍
Isolation: Since the basic behavior is withdrawal, disgruntled employees avoid participating in team activities or interactions with colleagues.‍
Complaints and grievances: These employees often voice their complaints and grievances about work-related issues and express dissatisfaction towards workload, compensation, or job.

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Bagaimana untuk mengenal pasti pekerja yang tidak berpuas hati?

Mengenal pasti pekerja yang tidak puas hati boleh menjadi penting bagi majikan dan menguruskan untuk menangani kebimbangan; Beberapa cara untuk mengenal pasti pekerja yang tidak berpuas hati adalah seperti berikut:

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‍Increased tardiness: Keeping track of any pattern of increased tardiness or absenteeism or arriving late at work. Disgruntled employees often try to avoid the workplace or show a lack of commitment.‍
Change in behavior: Being attentive to any noticeable change in behavior, such as negativity, frequent complaints, reduced interaction, and other such behaviors.‍
Negative attitude and communication: Changing attitude towards the job or colleagues is also a sign of disgruntled behavior, constant complaining, and criticism. Exhibiting poor communication or unwillingness to collaborate with others are also signs of disgruntled behavior.‍
Isolation from social interaction: Observe the employee’s attitude towards their fellow employees, jobs, and the workplace. Look for the signs such as constant cribbing, complaining, or other negative behavior.‍
The decline in personal hygiene: This is seen in rare cases; a noticeable decline in personal hygiene may indicate decreased motivation or isolation in the workplace.‍
Negative attitude and communication: One may see a change in the attitude towards the job, organization, or co-workers, which may also include complaining, cribbing, or communication gaps.

Bagaimana untuk mengendalikan pekerja yang tidak berpuas hati?

Beberapa langkah untuk menangani pekerja yang tidak berpuas hati secara empati dan bijaksana adalah seperti berikut:

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‍Attentive listening: Establishing a rapport with the employee and allowing them to express their concern openly, pay attention to their concern and be empathetic towards them.‍
Pay attention to the underlying concern: Gaining knowledge about the underlying concern and the root cause of their unsatisfactory behavior. This can be done by asking questions and gaining insights about their perspective.‍
Be supportive: Reassure the employee and assure them their concerns are being addressed.‍
Provide solutions: Engage in positive conversations with the other employees to come up with a solution, having an effective decision-making process to make them feel heard and have a sense of control. ‍
Make clear communication: Foster open lines of conversation throughout the process, such as updating on the process and being transparent about the limitations.‍
Address issues promptly: Committing and resolving them promptly by addressing valid concerns and communicating the process taken to address grievances.‍
Foster positive work culture: Promoting positive work culture is essential for employees to work effectively, which involves open communication and well- being. ‍
Follow-up: After the implementation of the process and addressing the underlying concerns, monitor the progress and their well-being. Conduct follow-ups and regular check-ins to maintain a positive and healthy relationship with the employees.‍
Seek feedback: After the whole process takes place, encourage employees for feedback and share their experiences. They can also provide critical suggestions to make positive changes.

Bagaimana untuk melindungi diri anda daripada pekerja yang tidak berpuas hati?

Beberapa langkah proaktif untuk menangani kebimbangan pekerja yang tidak berpuas hati dan langkah-langkah untuk melindungi diri adalah seperti berikut:

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‍Encourage positive work culture: A positive work environment fosters open communication and respect towards colleagues; this can be done by encouraging teamwork, making employees feel recognized, and promptly acting on the issues.‍
Maintain clear policies and expectations: The code of conduct, policies, and procedures should be communicated to employees beforehand so that employees work concerning clear policies.‍
Effective leadership and communication: Organizational must encourage training programs for supervisors and managers to promote effective leadership and employee engagement.‍
Taking security measures: Appropriate security measures such as inserting security cameras or providing safety training which ensures the safety of employees and the workplace.
‍Record performances and behavior: The organization can maintain Proper records of employee performance and behavior as it may help protect employees against any false claims and provide support for addressing claims.‍
Encourage employee assistance programs: Encourage employee assistance programs (EAPs) that provide support and resources and help employees address the issue before escalating.

Apakah kesan sampingan mempunyai pekerja yang tidak puas hati dalam satu pasukan?

Kesan sampingan mempunyai pekerja yang tidak berpuas hati dalam satu pasukan adalah seperti berikut:

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‍Reduced productivity: Lack of motivation or less focus can disrupt the productivity of an individual as they are unsatisfied with the job or the work culture.‍
Decreased job satisfaction: When disgruntled employees cannot express their dissatisfaction or address their concerns, they are unhappy with the team, which may impact the team's job satisfaction.‍
Impact on team morale: A disgruntled employee can hamper the whole team's morale, as their negative and unsatisfied behavior may influence the co- . workers and lead to decreased focus and commitment towards the task.‍
Less employee interaction: Disgruntled employees may isolate themselves from team meetings, avoid employee interaction, and be seen as less engaged in their work. ‍
Negative impact on the team: The team dynamics may get disrupted, and repercussions have to be faced by team members, as disgruntled behavior can create conflicts or toxic interactions among the team.

Tinjauan nadi pekerja:

Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).

Mesyuarat satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.

eNPS:

eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.

Berdasarkan respons, pekerja boleh diletakkan dalam tiga kategori berbeza:

Promoter
Pekerja yang telah memberi respons positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
Pasif
Pekerja yang kekal neutral dengan jawapan mereka.

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