The list of challenges of today’s business environment seems endless, from managing and motivating a diverse and highly mobile workforce to the need to stay ahead of constant disruption (and everything in between). Training departments are frequently tasked with the responsibility to address these challenges, but the reality is that these are not training problems - they are business problems that can only be addressed by a special intervention and mobilising everybody in the same direction. The key to doing that is to connect the entire organisation through a common language of performance that enables the workforce to navigate change, drive results and cultivate a people-first culture of engagement and accountability.
Common Organisational Challenges
Common organisational challenges are difficulties employees face that prevent them from accomplishing their goals. In the workplace, problems can manifest in the environment and among team members and management. A company's operations can change over time, requiring employees to adjust to new policies and find productive ways to work together. While organisational challenges exist, there are also efficient ways to address them and prevent them from reoccurring.
Besides the 2023 biggest challenges, here are examples of challenges businesses commonly face and how to tackle them:
Resignations or turnover refers to a company's ability to recruit and retain employees. With high turnover, employees start working at an organisation, only to stop working quickly. Recruiters have to spend additional time and resources launching a hiring process to replace the employees who resigned. Resignations can be a product of the work environment or leadership style. It's important for organisations to prioritise employee satisfaction, which helps keep professionals enjoying their work and attracting qualified candidates to vacant positions.
Disconnect between co-workers
Co-workers who feel disconnected from one another may find it challenging to work together and communicate effectively. Disconnect can manifest when employees work in separate environments. For example, professionals who work remotely may have limited reactions with their colleagues, which makes it harder for them to exchange ideas when working on a project. Organisational leaders can prioritise strong communication between everyone on the team, acknowledging different perspectives and creating a more pleasant professional setting.
Lack of productivity
A lack of productivity can stem from limited motivation among employees. Professionals feel unwilling to fulfill their occupational duties, which can delay operations within the company and make goals harder to achieve. Productive employees understand their expectations and work hard to meet them. Managers can set a positive example of a strong work ethic and hold staff members accountable for their assignments.
Limited innovation can refer to a company's inability to harness fresh ideas and exceed its competitors. It can also impact employee motivation. Professionals who aren't passionate about their job responsibilities may not feel empowered to fulfill them. An organisation's approach may require change as time progresses. For example, a marketing team may have to tweak their strategies to reflect social media trends. Breaking the monotony in the workplace can allow new ideas to manifest and reignite the passion among employees.
How to tackle organisational challenges
When your organisation experience challenges, commit the following practices to boost productivity and foster stronger connections in the workplace:
1. Host team building sessions
Team-building sessions encourage employees to work together to complete a task. Creating opportunities for staff members to become acquainted with one another can help them collaborate more efficiently for organisational projects. Also, closer relationships can improve the company's communication processes.
Schedule an occasion for every employee to meet in the same space, in person or virtually. For the teams, encourage professionals to partner with people they haven't met before. You can assign a task that is simple and fun, such as escape-the-room challenge or cooking class. It may be impactful to host team-building sessions regularly, especially after an extensive project, to reinforce collaboration and increase morale in the work environment.
2. Define and promote organisational goals
Organisational goals state what the company strives to accomplish in the future. For example, for a financial institution, the goal might be to provide the best customer service to keep clients satisfied and happy. Promoting goals throughout the organisation can provide direction, giving employees something to work towards and look forward to achieving. A goal can also show professionals the purpose of their work.
To define the goal, contemplate the ideal results for your organisation. Next, write the goal using concise, specific words, which can make it easier for employees to remember. To promote the goal, attach it to mass emails and newsletters, for instance, or emphasise it during meetings. If your company has several departments, consider creating smaller goals for each team that relate to the overarching goal. Now employees can focus on one task at a time and make progress towards the ultimate achievement.
3. Deliver constructive criticism
Constructive criticism is feedback that illustrates an employee's work performance. Delivering consistent feedback can give professionals clearer instructions and enable them to learn from their mistakes. For managers, implement a process for performance evaluations. For example, you can evaluate employees every quarter and cite specific instances of when they exceeded expectations. Consider offering an opportunity for the employee to ask questions about your critiques. Here are examples of ways to give feedback:
4. Celebrate organisational milestones
While defining organisational goals is essential for productivity, it's also important to inform employees of when they've achieved those goals. Celebrating work achievements can boost morale in the workplace and present a fun occasion for professionals to gather, which can improve communication. You can also praise employees for their hard work, showing that you appreciate them.
It might be helpful to acknowledge strong work ethic even when your team doesn't achieve goals. For instance, unforeseen circumstances caused a project to come to a stalemate, but employees still mastered a technical skill and volunteered to work longer hours on the project. The supervisor coordinates a festivity to thank the team for trusting one another and putting forth effort, which motivates the team to improve for the next project. Consider using celebrations to promote future goals as well.
5. Develop a decision-making process
A decision-making process is a group of steps that dictate how employees make workplace decisions. It's typically the manager's responsibility to make tough choices on behalf of the team, but a formal process can help them remain informed about the effects of their decision and receive guidance. By making informed decisions, teams can move forward and work together cohesively.
Appoint a leader to spearhead decision-making and a panel of employees to interpret the choice before it becomes final. If staff members have ideas, require them to share their plans with management before implementing the changes. Organisational leaders can welcome the perspectives of their teams, and they can decide how to proceed without causing confusion.
6. Welcome new ideas
Welcoming new ideas can enable employees to reach organisational goals. Encourage professionals to think with innovation and provide resources for them to develop their strategies. As a manager, your staff members can create frameworks you may not have considered. If the framework is successful, then the employee you entrusted with the idea might feel a sense of accomplishment. During meetings, invite staff members to explain their forward thinking and help the company make positive changes.
If your organisation is experiencing several challenges, then it may be helpful to talk to our consultants. Our consultants are professionals who can objectively identify the root causes of your organisational problems and help you devise solutions. They have expertise within your industry. For example, if you work at a corporate institution, then you can talk to our consultant who specialises in improving the success and growth of organisations. Our consultants can help you overhaul the inner functions of your organisation and build stronger functions, preventing challenges from re-appearing.
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