We recently shared a post on social media about the challenges HR leaders face when they have disengaged employees. The post has gone viral, with over 748 likes and 362 shares (and counting). Here it is:
Of course, we’re glad the post is resonating with people. But the thing that has really surprised us? The comments — and who they’re coming from. The comment section of this post has unintentionally become a space for disgruntled employees to (not-so-privately) air their grievances about… guess who? Their employers.
Here are some of the comments:
“Overworked, underpaid, short-staffed and treated like crap… Reward the hard workers, show some appreciation and they’ll stay!”
“I worked for a firm that is in dire need of your services! They have huge turnover and just don’t understand why, even after being told why. They provide snacks and outside of the office activities, but don’t listen when issues are brought to them, don’t support or back up their employees, expect some employees to work beyond human capacity while favoring others…I could go on and on, but I left and won’t be looking back.”
“Too much nepotism and favoritism.”
“A lot of times leaders at the top already have been told what or who the problem is many times over as various employees exit and they refuse to address it.”
“A leader must know every aspect of their team’s positions, and roles. In order to understand your team members pain points, bottlenecks, and faulty equipment that needs to be fixed proactively, not just reactive during the process…”
“Company, environment, and $$$. Two of the 3 are broken. I left in the 4th month.”
“I’m a visiting nurse and see five patients a day for $50 each. Sounded good at first but when I get home at 6 at night I have to document until I fall asleep. Then I have to document a couple hours in the morning before I begin my visits. I’m putting in at least 60 hours a week minimum and now I have no life at all…”
“Don’t change things about the job after hiring.”
“… If leaders don’t change their behavior—employees won’t be engaged. Period. You can provide a plan all you want-but leaders have to be self aware and want to change. Every employee wants to come to work and get an A++….the leader’s challenge—how do you find each employees special gift. That takes time and trust. That’s it. That simple.”
“I don’t like one word answers, but here’s one to consider: Micromanagement.”
“…It’s exhausting how management picks favorites vs. talent that can do the job like 2nd nature…”
“People dont leave corporations. They leave piss poor management and carelessness, being treated like your nothing. Treat employees like they make a difference and they will…”
“After 43 years I am tired of working for one jackass after another. I have been with my current employer for 3 years. They change upper management like most people change underwear…”
“Don’t bother employees, especially non-management hourly workers when they are on vacation.”
“Wish my boss read this. My request is answer me when I have a question? Nothing more frustrating than needing an answer and not being able to get one.
And be fair ask about my side of things before blowing up… Take the extra minute to listen to all sides.”
“To understand an employee, you must look at all pieces of who and why. Ask questions!”
So, why are employees sharing this stuff online?
There are likely one of two scenarios at play for these individuals: 1) Their employer has no mechanism in place for them to share feedback, or 2) They have shared their concerns, but nothing has been done about it.
Whether or not their managers or colleagues will see their comments, these employees clearly have a strong desire to make their voices heard.
Are you listening?
Are you waiting until the next exit interview to get feedback from your employees? At that point, the damage is already done — resulting in costly turnover, and potentially, harm to your reputation as an employer. Giving employees the opportunity to share confidential feedback can help you lead proactively rather than reactively. You can get ahead of sparks before they become fires.
What if we’re getting employee feedback, we just aren’t sure how to act on it?
You’re not alone.
We talk to leaders every single day who have asked for employee feedback or even worked with an engagement survey vendor, but weren’t sure what to do with all the data they received to make it actionable for their people and the business.
That’s why Emplify does things a little differently. Rather than just handing you survey results and wishing you luck, we have a team of employee engagement strategists who analyze the data we collect, help you identify pockets of disengagement in the organization, and recommend high-value actions you can take. We also give you the tools you need to enable your leaders and managers to take action on their teams.