How to Solve the Biggest Issues HR Managers Deal With


Most of the time, HR handles most issues that arise between employees and the company. The variety of tasks that managers have to deal with on a daily level include paperwork, office management, keeping track of the time employees clock-in and out, their achievements, conflicts and much more.


However, out of all the minor daily concerns, there are some which are considerably more challenging and a top priority that managers need to deal with:

  • Recruitment

The recruitment or hiring process of new employees is one of the most daunting tasks facing the Human Resources department. Making a selection out of the the seemingly countless number of candidates, going through the interview process with a select few, choosing the right fit, settling all the paperwork, as well as introducing the new employee to the company’s goals, their future job position and their new colleagues is a long process to say the least. Once you think you see the light at the end of the tunnel, there is yet another job opening that has to be filled with a new candidate. In the meantime, you have to keep in mind that any rushed decisions may have negative consequences on your company; all decisions, no matter how seemingly trivial they may appear at face value, require careful thought.

Since every recruiter has to put in a lot of energy into the process, it is for the best to hire individuals who are not only exceptional on paper, but those who have the right personality and attitude for the job. Sometimes companies cannot deal with in-house recruiting and assign this job to a collaborating recruitment agency. This is quite a good decision to make, since this way they do not overburden their existing HR team with things like finding new employees and they can instead concentrate on issues such as employee engagement and satisfaction.

  • Employee Engagement and Satisfaction

Finding new ways for your employees to have a healthy work-life balance is something that only great HR leaders achieve. Affording your employees opportunities to work less hours, enabling them flexible office hours or a choice between working from the office or at home is a perk anyone would actively seek to attain. To engage your employees, you should make their work environment a fun place to be, having various activities to choose from in order to relax or providing them with a free meal during lunch.

How about installing a little bookcase at work with some quality books, providing them with a free aerobics class at the end of the workday, or a table tennis and games area as a way to boost morale and raise spirits in the office? Or better yet, ask for your employees input on what they want and work together to find a happy medium (and not the kind whom stares into a crystal ball). In reality, you couldn’t expect your employees to be working every single moment of the day; they need time to relax, recharge their batteries and complete the rest of their work efficiently. If employees do not have a place at work where they could relieve their stress, there is a probability that they will connect the workplace with negative feelings. Coming up with a few activities that will change the work atmosphere is something that everyone can enjoy!

  • Retention

Millennials are known for their quest for movement, new experiences and change in both their life and career. However, what makes you a good manager is the ability to retain quality talent in your company - a truly priceless task. Once an employee reaches the level where they become an integral part of the company’s success, you should be flexible and willing to adapt to their needs. Thousands of current job openings at similar companies are looking for young, smart and talented employees just like yours, so you definitely wouldn’t want your employee to be the one who will make a change before you do!

You should check off all of the employee engagement and satisfaction techniques in order improve employee retention and stop losing quality talent. It is more important to work things out prior to firing someone or getting an inexplicable letter of resignation.

  • Problematic Employees

A problematic employee can exist in both small and large companies; this person will inevitably show up at your doorstep sooner or later. So, one thing is for sure - problematic employees are unavoidable and either you or your colleagues have most likely already confronted one. If you have recently started working as a recruiter or an HR manager, learning by the example of more experienced peers is a must. They have already gained some knowledge, tips and techniques which have helped them deal with an employee who caused issues in the past. Some characteristics that can help identify a problematic employee are the following:

  • always being late for work or leaving early;
  • not listening to your instructions or requests and doing things as they wish;
  • creating conflicts amongst other employees;
  • disrespecting co-workers or other daily contacts;
  • being on the verge of resignation and threatening you with leaving;
  • having a negative attitude and a negative impact on others.

No matter the type of problem that may arise, you are responsible for your employees and should resolve these problems before anything turns into a major issue. Some of the best approaches to solve these type of problems are by following these few steps: recognizing and identifying the employee/issue; having an open and private conversation with them; setting deadlines for them to improve themselves or their work; giving clear warnings that any unfulfilled requests will result in more severe actions, such as lowering their salary, their soft benefits, or even discharging them from employment.


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