Common Problems Faced By Organisations

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Running an organisation is no ordinary feat.

Team engagement comes with multi-layers of complicated challenges that are sometimes difficult to pinpoint and resolve.

And the most common team building problems are usually a result of poor manpower practices. After all, employees are the most precious resource in any organisation and deserve the utmost care.

Former Chairperson of Xerox, Anne Mulcahy summed it up when she said, “employees are a company’s greatest asset – they’re your competitive advantage.”

Organisations can optimise productivity levels by paving the way towards a more engaged working environment. 

Misalignment of Goals

Each individual has a unique set of beliefs and desires. Similarly, every organisation functions according to its mission and vision. The problem arises when personal goals are misaligned with organisational values. 

This clash may result in a disengaged workforce constantly seeking for the next best opportunity. Organisations may face high turnover rates in the worst case scenario. 

And this may be a burgeoning issue in the near future. 

The Deloitte’s Global Millennial Survey 2019 states that younger generations are more than willing to patronise and support companies that align with their values.

Effective team building involves a work culture that respects individual beliefs, while encouraging workers to embrace organisational perspectives. Ultimately, you want loyal employees who find value at work.  

Misalignment may affect all levels among staff. New hires could be clueless about organisational strategies while senior staff may have lost interest. 

Organisations can avoid this problem by implementing interactive onboarding and refresher courses. This will help keep staff motivated and cohesive towards advancing the organisation. 

Andre Lavoie, co-founder of talent management brand ClearCompany, suggests consistent feedback as a powerful communication tool to rally employees. 

Lack of Growth Opportunities

Modern employees are constantly seeking opportunities for personal growth and development. This means that the workplace needs to provide individuals with proper outlets to hone their skills. 

The demand for growth opportunities at work is growing. According to a Gallup study, 59% of millennials prioritise learning and growing when seeking a job. This is a marked difference compared to earlier generations such as Gen Xers (44%) and baby boomers (41%). 

Dr. Travis Bradberry, author of Emotional Intelligence 2.0, believes that every job should provide room for advancement. Every placement in an organisation should bring value to the employee. A workplace should never be strictly seen as an exchange of time for money. 

Benefits of Team Engagement

The key to employee satisfaction lies in identifying and refining individual strengths. Natural talents determine how individuals think, feel and act in any given situation. CliftonStrengths (StrengthsFinder) is an online assessment that uncovers individuals’ unique strengths with different talent themes. By doing so, employers can direct workers through the most efficient channels for maximum growth, development and fulfillment. 

Studies have shown a wide variety of organisational benefits linked to strengths-based development. These include an increase in sales, profits and customer engagement. 

CliftonStrengths (StrengthsFinder) will help you discover the best qualities in your most precious asset – your employees. Through developing a strengths-based culture, your organisation can gain an edge over the competition through maximised potential. 

 

StrengthsAsia has helped many individual and corporate clients all throughout the region in identifying and maximizing their talents, in driving engagement and increasing motivation in their work and life.

Sign up for our upcoming StrengthsAsia Showcase Workshop to enjoy a world-class facilitated experience to learn how you can optimise performance with Cliftonstrengths engagement strategies. 

A devotee at the altar of language and a celebrant of expression. Laurenzo has written for various SMEs, MNCs, startups and international brands over the last three years. He specializes in topics of psychology, lifestyle, employee management, and digital trends.

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