What are Human Factors?
The Australian government defines human factors as understanding human psychological and physiological capabilities and applying this knowledge to design, systems and processes of work.
Have you noticed discontent beginning to fester at work?
Name-calling, harassment, abuse etc are all completely unacceptable behaviours – they should not occur in the workplace. Period. Correctly managing human factors and the associated risks is vital to a healthy workplace.
However, the real reasons for collective toxicity in the office run deeper.
It can be broken down into 3 categories.
- Culture
- Human Psychology
- Financial Environment
Why do people go to work?
Other than to afford the basic necessities like food and shelter.
We show up to the office or site to:
- Fit societal norms (be a part of something bigger)
- Aquire status and/or power
- Socialise
- Find Purpose, Fulfilment and Recognition
When these are stripped away, you are left with not much more than a carcass. A robot performing a duty, to keep the batteries charged.
What causes discontent in the workplace and why does it seem to be growing?
The glorification of overworking and “hustle-culture” is definitely a net negative. Though cannot be blamed entirely for the growing discontent many (Gen Z in particular) have for the workplace in 2022.
Unfair, or more commonly non-existent appraisal systems are incredibly common – especially in “unskilled work” managerial fixation on weakness is far too common.
The Pandemic to Blame?
Burnout as a result of understaffing has become more prevalent since the pandemic. Across many industries. Those working from home say they are likely to work longer hours, miss lunch breaks and check emails after hours now than before the pandemic.
Those in the hospitality and food packaging industries are reporting that they are working longer hours due to understaffing. Human factors take a back seat.
Burnout is common.
As of 2020, a UK study found work-related pressure to be the most common cause of mental health issues.
Uneven workloads are something we’ve all experienced at some point in our working lives. It’s part and parcel.
However, peek under the surface and it exposes some of the roots at the base of a “toxic workplace”
Social interactions and dynamics between “equally ranked” employees in the workplace mostly evolve around competence.
The degree of proficiency to which one does their job, directly benefits the group (i.e. less work for everyone else to do), thus greater output correlates with increased status within the microenvironment.
In many cases, this leads to unhealthy “us against them” mentalities forming between groups and individuals within the organisation.
“How’s he getting paid the same as us? We’re doing twice the amount of work!”
There are many different outcomes that can develop from here – Though never justified, yes workplace bullying is one.
In other cases, this very often leads to once high output workers giving up and settling for mediocrity.
We’ve all seen it.
Completing tasks to a high standard also evokes feelings of fulfilment, giving the individual a sense of accomplishment and purpose.
This is arguably the most important facet a job provides to a human.
In 2022, fulfilment went missing for many in the workforce As a result of laborious monotonous work (many times done remotely).
Inflation
“Inflation is like toothpaste. Once it’s out, you can hardly get it back in again” – Karl Otto Pohl
The Financial climate bears huge importance on employee contentment. According to Bloomberg, the current consumer price index is 7.5% (real inflation fate likely much higher). Workers (especially lower-income), are significantly disadvantaged by this. Average wage growth in Australia remains at 1.4%.
Plainly put, many now find themselves needing to work more hours just to get by.
As more high productivity workers are beginning to mentally check out
And the area between “job” and “life” becomes greyer…
There is reason to worry about the future of our workforce.
How to better human factors and workplace morale?
Including valuable training within the workplace. Employees learning actual tangible skills is vital to improving morale and productivity in turn.
Giving people a reason to show up to work other than to pay the bills must be a priority.
Coach don’t boss.
Be someone who nurtures, values and understands. This promotes greater production value than simply a “do as I say because I said so” attitude.
Commission based earning is by far the most effective payment structure to drive maximum output. Non capped wages are the way forward. Financial incentives must be present if you expect employees to go above and beyond, or move mountains. Especially in today’s economic climate.
I understand commission does not apply to every industry. However, performance-based bonuses and targets do.
Promote human to human contact. The global push to move back to the office is definitely helping in this department. People need social contact we are all social creatures (even introverts) to some degree. Implementing functions and social events help with this.
Read about how to improve the workplace conditions you can control here.
