Do You Require Your Employees Absorb the Pain of Your Company’s Poor Choices?

Introduction

Workplace dynamics have dramatically evolved over the years, but one aspect that seems to stubbornly persist is the tendency for employees to bear the brunt of their company’s missteps. It’s a scenario as old as business itself: a company makes one or more misguided decisions, and the employees find themselves facing the fallout, often under the guise of “stepping up” or “taking one for the team.” But in the interest of maintaining not only a healthy work environment but also their mental and emotional wellbeing, it’s important to understand this fundamental truth: it’s not your employees’ job to absorb the pain of your company’s poor choices.

The Reality of Business Missteps

In business, missteps are practically inevitable. From strategic misjudgments to underestimations of market trends, or poor financial management, or poor choice of tools, methods or processes, or neglected cultue, these errors can have serious consequences. Unfortunately, more often than not, it’s the workforce that ends up shouldering the burden. Employees may face increased workloads, longer hours, or heightened stress, all without any increase in compensation or benefits. And in some cases, their job security may even be threatened.

It’s crucial to remember, however, that these situations often arise from the top, from decisions made by those in managerial or executive positions. While every employee has a role in the overall health of an organisation, they should not be made to suffer for the misjudgments of those whose get the big bucks to guide the company.

The Importance of Boundaries

The impact of absorbing a company’s poor choices can be harmful to employees’ health, both physically and mentally. Increased stress levels can lead to a host of health problems, including anxiety, depression, and even burnout. So, how can you protect your employees? One answer is establishing and maintaining boundaries.

Boundaries are not just about maintaining a work-life balance; they also involve setting limits on how much of the company’s problems employees take on personally. This could mean support for their declining to work beyond agreed-upon hours without adequate compensation, support in pushing back against unrealistic deadlines, or simply not allowing people to be consumed by work-related worries outside of company hours.

The value of an employee is not determined by how much suffering they can endure. It’s determined by their skills, their dedication, their creativity, and their ability to work as part of a team. Remember, boundaries aren’t just good for individual employees; they’re good for the health of the organisation, too.

Communication and Advocacy

Another critical aspect of navigating this issue is clear communication. Seeking and accepting constructive feedback about how the company’s decisions are affecting employees’ work and wellbeing can lead to positive changes.

If employees’ voices are not heard or taken seriously, consider providing support via colleagues or HR or even external entities like labour boards or employment lawyers. Remember, it’s not just about individual complaints – collective advocacy can lead to significant changes in workplace policies and culture.

Conclusion

The stress of handling a company’s poor choices shouldn’t fall on the shoulders of its employees. It’s important to recognise that their job is to perform the duties assigned to them, not to make up for managerial mistakes.

Work should not be a place of unnecessary suffering. Businesses thrive when employees are valued, heard, and supported, not when they are expected to carry the weight of the company’s mistakes. By establishing boundaries, fostering open communication, and advocating for change, you can help to create a healthier work environment for everyone in the company.

Remember, the goal is not just to have employees survive in the workplace, but to thrive, and that starts with recognising that it’s not their job to absorb the pain of your company’s poor choices.