Root Cause of Worker Dissatisfaction Goes Deeper

Worker dissatisfaction is on the rise. More money and ever-changing policies are not the answer. In this Wall Street Journal article, more so than other articles you may see in your newsfeed, digs a bit deeper into the root causes of worker dissatisfaction, but it still misses a major point: We are in a societal shift, and the workplace has become a very visible laboratory where our individualistic culture is competing with a workplace’s collectivistic culture. The article begins to touch on this, as, rather than simply tying dissatisfaction to inflation or remote vs. in-person work, it discusses some relationship issues that happen due to today's workplace structure.

It is clear that society today is different than it was just ten years ago. Have you noticed how different your workplace has become during the past ten years? How about PTO policies and benefits? Even some job descriptions have changed to encourage individuality. Through technology and a global pandemic, more emphasis has been placed on the individual. A societal change is OK. It’s natural. There have been seismic shifts before that impact the ways in which we work, but what must continue to play a central role in a societal or workplace structure is the basic elements of social interaction that will have to continue as they have before.

Here in the United States, and in many other western nations, we are an individualistic culture. The needs, values, and goals of an individual are more important than those of the group. There is more focus on personal choice and autonomy. This is in contrast to many organizations that continue to operate collectivistic cultures - meaning, of course, the needs, values, and goals of the group take precedence over those of the individual. Through technology, people are better able to showcase their individualism through content creation and connectivity to like-minded folks and better connected to more options when their individualistic needs and values are not met by a workplace.

The differences between these two cultures in the workplace have been highlighted during a period in which individuals have had more autonomy over their own workspace and work schedule, while also having easy access to technologies that allow someone to promote their individuality. From being able to make online content to having more time to focus on hobbies and personal relationships, that individualism is now threatened by return-to-work policies that are not taking into account the individual’s values, goals, and needs.

So, what does a company or manager need to do?

The answer to employee dissatisfaction is not to throw more money at the individual, although it may help for some. Nor will satisfaction be increased by making a broad policy that is either all-remote or on-site. Individualism in the workplace is here to stay, and individuals are just that - individuals. Individuals will not be content when corralled into a policy that doesn’t work for them, particularly if that policy and its communication do not take into account an individual’s needs. Individuality is a spectrum. Of course, some people prefer to be in person and have a routine and workplace interactions, while others are content working in their home office and replacing commutes with time for family or hobbies.

Although it seems simple, workplaces and managers can better navigate the culture shift by incorporating some basic elements: honesty, transparency, and basic communication and empathy. Companies should encourage standout leadership and encourage personal responsibility in their employees - allow everyone to have the opportunity to lead - from a project to a team. Additionally, having a mission statement that is true to the company culture and referenced in communications, especially about changes to policies, processes, and technologies, help individuals understand the rationale for the change and continue the trust in the organization.

This trust and communication can and should start at onboarding. The article in the Journal mentions the trend that companies are placing more focus on hiring rather than onboarding. This is a mistake. Not only are companies dropping talented newcomers into the deep end of the pool where they know no one and don’t have a full understanding of their role, but they are also missing out on the opportunity to connect to the company mission and display some of their individuality. Further, there’s less opportunity to build connections with peers and team members.

Connections and trust go a long way. So does communication. Workers today state that many remote calls are now curt and down to business without any niceties. This can be resolved through management training or simply promoting a workplace where common courtesy and niceties are just that - common. Occasionally, I have joined a team’s call where that was not the common practice. Person by person would join a silent virtual room. Not a single, “Hello.” No pleasantries at all. But, the call would end five minutes early with the host thinking they had just had a very good call. Later, you would hear people who had been part of the call talk about how painful those calls were. People dreaded joining them. Mistrust and absenteeism ensued.

As a communications professional who has led global teams, basic manners and communication are something I have preached as well as instilled in others. As a meeting host, I would join early so that as people joined, we could check in about each other - how was their weekend, what are the kids up to, any personal hobby updates. For many, this creates a trusting bond while also letting people all have the opportunity to connect without mandating a return to the office. And when in the office, I’d seek out those who are not often in my meetings and make sure to reconnect and check in with them. Turns out, those connections are long-lasting and some of them have even helped me in my current job search.

Which meeting would you rather be in? What’s your ideal work situation? Let me know below.

While not everything can be solved in one day, or with a few niceties, I encourage people to try it. Employ these foundational elements into your workplace culture, and I’m willing to bet that there will be a decrease in dissatisfaction amongst your team.