My team is terribly understaffed. Everyone is trying to keep their job and putting in a lot of extra effort to get all the work done, but it's not enough. We need more people. Of course, in the meantime, the motivation of the remaining employees is slowly fading.
It seems that the management simply doesn't care. When will they start paying attention to this issue? Will it be before the remaining employees leave?
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It's been this way in my market for the entirety of the pandemic. I am probably next in line to walk for a different job that doesn't grind me down to nothing every single day over these enormous systemic problems out of my control. Senior leadership couldn't be more out of touch. Even if everyone remaining all agreed to walk out they still wouldn't get the hint. The labor shortage is being used as a pretext to treat existing staff like trash. They could do more to solve it, they just won't.
Great work. A lot of appreciation.
@1tvn+1jZ5ejNC - pls note: I wouldn't go as far as to make mistakes on anything that touches the client, but all the internal b.s. stuff.... heck yea. It's worked to 1) get the manager's (whoever that happens to be at the time) attention, and 2) get them to be on our side and advocate for more resources (i.e. more DRs for them, they love that).
Also, if their manager ever walks by or opens a conf call by asking "how are you" or "how are things going?" - that is an open invitation to gush "gosh, I just wish we had the resources to do EVEN MORE! I love my job and this company so much!! if we only had MORE people, more investment $$$", whatever... just imagine oh dear manager how much more we could achieve! (they love that, too)
That is genius.
Good thoughts, however in my group, we've seen it time and time again... making small mistakes, clients leaving in protest of the systems our fearless leaders have provided... huge backlogs that make it everyone's problem... no one does nothing... morale all time low.....
Start making mistakes - all of you. Not big ones, or missing deadlines, quotas, etc. - enough to get noticed but not blame any individual alone. As long as the work is getting done, done well, esp. by a smaller (i.e. less expensive) team, there is no reason for managers or HR to change anything.
As long as it remains just your problem, it's status quo.
But make it THEIR problem, well now that's a different story. They will suddenly become motivating to advocate for more resources.