When employees prick human resources

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Employee management is a constant struggle – you must find the right balance between providing enough work and ensuring that your employees are satisfied. Though we see a lot of articles and videos about happy employees, there is a dark side to it. 40% percentage (McKinsey Report) of employees always feel dissatisfied and will try to find any opportunity to get out of their current job. So how do you manage employees who prick human resources?

Human Resources
Photo by Tyler Franta on Unsplash

How have companies successfully shifted from being vulnerable to resilient?

The last 3 years have changed the entire business landscape. With the virus exploiting our vulnerabilities, technology disruptions being an everyday event, and disruptive new entrants, companies must rethink how they operate and build their resilience.

Businesses are adapting by shifting their mindset from being vulnerable to resilient. However, employee engagement is still a challenge.

Why do companies struggle to manage employees?

Every organization has its fair share of issues when it comes to employee management. Here are a few that stand out,

Fighting employee attrition

One of the biggest challenges for companies is trying to keep employees. Employee turnover not only costs a lot in terms of hiring and training resources, but it also hurts the company’s productivity. Research shows that employee turnover can account for up to a 25% loss in sales and a 40% profit loss within three years.

Employees are expecting more benefits.

The trend of offering more and better benefits has become increasingly common, as well as the need to find new ways to motivate and reward employees. It is especially true in today’s competitive market, where employee retention is essential.

It isn’t easy managing employee expectations, but this challenge affects all businesses at some point.

Expectations of employees are changing rapidly.

Employees today are different from those of a few years ago. They are more connected and have high expectations of their employers – expecting them to provide flexible working hours, access to technology, and growth opportunities.

Many companies find it difficult to keep up with these changes and have had to change their policies accordingly.

Rewards and Recognition

When managing employees, rewards and recognition are two techniques often used. However, studies have shown that these methods can sometimes lead to dissatisfaction and disengagement among staff.

Therefore, companies must reward employees for their hard work with material things and show them appreciation in other ways. They do it by praising their performance or giving them tasks. Doing so will help keep people contented and motivated at work while ensuring they produce good results.

Career Advancement

Employees expect businesses to provide career advancement opportunities to help them grow professionally. Feedback and recognition also play an essential role in building strong relationships between managers and employees; without these things, progress becomes slow or non-existent altogether. 

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How to tackle the ongoing issues of employee engagement?

Employee pricks can lead to a lot of anxiety and conflict in the workplace. As such, it’s essential to have a well-oiled HR policy that addresses these incidents swiftly and effectively. 

Here are a few ways that companies are adopting to engage employees.

  • Investing in the future

    Investing in the employees’ future starts with ensuring they are happy and productive. That’s why it is crucial to have a healthy human resources department that can identify and address any issues.
    Effective communication between the organization and its staff is also critical – for managing day-to-day situations and keeping everyone appraised of company developments.

    Providing them with training on new technologies, work processes, etc., will help ensure that they stay ahead in their field, improving their productivity overall.

  • Promoting Adaptable Leaders

    Employees who are adaptive leaders not only perform better but also enjoy a more positive work environment.

    A system that promotes and supports flexible employees is essential for success. It means providing training to be adaptable, handling feedback candidly, and rewarding employees.

    Accountability systems should also be in place with clear expectations. In the long run, this will promote fairness and teamwork!

  • Developing Top Talent

    Developing top talent is essential for any business. It means finding and nurturing employees who can contribute significantly to the overall success of your company.

    Now, this isn’t always easy – in fact, it’s often quite challenging. But, if you want to bring in the best performers and make your workplace as productive as possible, then managers need to be proactive about creating an environment that encourages creativity and innovation.
    And don’t forget, positive reinforcement is one of the most effective ways of doing this!

Frequently Asked Questions

How can human resources identify if an employee is difficult to work with?

Here are a few red flags that human resources (HR) can look out for when it comes to difficult employees:

– Employees who are constantly challenging management decisions or arguing with team members;
– Employees who are never willing to take suggestions;
– Workers who consistently display poor work ethic and poor time management skills.

Should disciplinary action be taken against employees who refuse to follow company policies?

When employees don’t follow company policies, disciplinary action is necessary. Depending on the situation, this could involve a written warningsuspension without pay, or even termination.

When taking disciplinary action, identify the violated policy. A simple investigation can help gather evidence of the rule violation and consult with human resources.

Then follow the steps to discipline an employee:

1. Write a notice explaining the violated policy and allowing the employee to explain their actions.

2. Gather evidence of the rule violation, such as logs or recordings of phone conversations.

3. Consult with HR to ensure the disciplinary action is appropriate and fair.

4. Implement disciplinary action according to the company’s policies and procedures.

What are some best practices for handling employees’ performance reviews?

Here are a few best practices for handling an employee’s performance management:

– Always be honest and open with your employees.

– Make sure the review process is fair and objective.

– Respect your employees’ privacy, and don’t share personal information without their consent.


Managing employees is one of the crucial responsibilities of any company, but it is also one of the most challenging. In this blog, we discussed challenges that companies face concerning employee management. Use the suggestions to strengthen and tackle these issues. We hope this will help companies become more resilient and better able to cope with employee management challenges.

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