Issues Faced by Employees in Canva

Considering the case of Canva it is an Australian Canva that easily creates beautiful designed documents. The aim of canva is to design professional layouts to design consistently stunning graphic. There are various issues that arise while working in an Canva. In this report various issues are discussed and proposal is defined to address the concern accordingly.

Some of the issues that are faced by employees when they join the Canva initially are problem in fitting into new culture and mixing with the co-workers. At initial stage they are unaware about various processes and technology that is used in Canva. Thus, these issues can be resolved by offering training session and creating programs so that interactions could be improved (Norton, Zacher & Ashkanasy, 2014). The other issue are faced at the workplace is discrimination or harassment at the workplace. This creates negative environment (Ghosh, 2015). These issues can be eliminated by taking legal actions so that hostile environment is created.

One of the other concerns that are faced while working in Canva is lack of communication between the employees (Pot, Totterdill & Dhondt, 2016). This hinders the efficiency of the team as well as the Canva. Thus to improve employee to employee interaction they need to be kept motivated (Ghosh, 2015).

Apart from that, in Canva change is a constant thing and it is important to deal with the change. Change can be in anything from staff to strategies thus it is important to deal with these challenges (Markey, McIvor & Wright, 2016). Employees do struggle for setting in a creative situation where they are unaware about new change. This can be eliminating by involving employees while taking decisions.

Developing the concept of leadership is also difficult as it requires team engagement and motivation so that responsibilities are clear (Dumont, Shen & Deng, 2017). Employees can be made aware about the new innovation by the process this could be done by offering training to them. In training different perceptive and communication styles are used so that employees find a medium to communicate and interact with each other (Carayon, Hancock, Leveson, Noy, Sznelwar & Van Hootegem, 2015).

An action plan is created that is responsible for the different parts of the improvement process, time frames/ deadlines. It is suggested that openness in communication should be offered so that employees feel free to communicate about their issues (Diaz?Carrion, López?Fernández & Romero?Fernandez, 2018). Many new tools can get implemented in the system like internal chat system that will allow employees to communicate and discuss about a particular situation. A communication training and education plan is used to indicate employees and other relevant stakeholders that they will receive information about the proposal and the input and responsibilities from the employee point of view (McPherson, et. al, 2016).

Some of the steps that should be taken for sustainability at the workplace are by hiring right human resource and avoiding the environmental obligations by offering training. Additionally flexible working arrangements should be offered so that decisions are made correctly (Diaz?Carrion, López?Fernández & Romero?Fernandez, 2018). The communication should be kept open by asking the employees to get involved while making any decisions.

Proposed Solutions for Improvement

Some of the ways through which workplace environment could be improved is by trusting the employee and encouraging open communication. Open communication helps in keeping everyone looped in and avoiding the chances of errors. It also builds up team communication so that success of company improves. The feedback should be taken at regular interval of time so that improvements could be done (Ammendolia, Côté,Cancelliere, Cassidy,  Hartvigsen, Boyle & Amick, 2016). The workplace environment could be improved by improving the employee engagement. Office environment should be made comfortable by creating a flexible and relax able environment (Markey, McIvor & Wright, 2016). The communication is improved so that employees feel motivated and valued by offering positive reinforcement so that business success is obtained.

Employees should be offered with rights that they can personalize their workplace area so that they become more comfortable. The growth opportunities should be showed to the workers so that that understand their career path and work with a great enthusiasm. The proposals state that colleagues should be sociable; this could be done by organising meetings and programs that improves the interaction among them (Norton, Zacher & Ashkanasy, 2014).  A good training program is used to make employees aware about all the procedures and feedback could be received.

Apart from that to improve the workplace environment brainstorming sessions are used as it brings up underneath ideas so that creative decisions could be taken. The workplace should be kept clean and comfortable so that positive energy gets reflected. Apart from that open door policies are created that helps in is offering higher job satisfaction. Open door policy helped in keeping friendly communication between the employees (Dumont, Shen & Deng, 2017). Wellness initiative could be taken so that additional benefits are gained by employees. It is also suggested that team environments should be cultivated as it promotes team work together on all work related projects and help where necessary.

In the proposal plan it is listed that regular one on one interaction should take place so that employees feel free to share their issues. Apart from that, it is suggested that feedback should be taken so that concerns faced could be resolved (Carayon, Hancock, Leveson, Noy, Sznelwar & Van Hootegem, 2015).  While making the change suggestion should be ask from the employees so that even they feel an important part of  Canva.

Positive working environment should be created by offering flexible working hours and hostile and positive environment. This could be done by offering rewards and reCanva so that employees feel appreciated for their work. Apart from that incentive plan and the career direction should be showed to them so that employees work. Fun activities should be scheduled so that people feel happy and relaxed (McPherson, et. al, 2016). This will make the work environment positive and pleasant. According to the modern ways, staffs are allowed to set their own hours this will definitely improve the productivity. Additionally, some of the meaningful perks should be offered so that employees become satisfied (Ghosh, 2015). It is suggested that company should invest for the company in terms of better personal and professional growth. Inventive and other wellness plan also improves the workplace environment. Strong leaders make sure that biased decisions are taken, this automatically solved most of the issues. In this report the problem faced in the workplace are discussed along with the solutions for improvement.

It can be concluded that several company policy should be implemented so that employee relation at the workplace are resolved. The policies are designed by first identifying the problem and then taking actions so that certain situations could be handled. Communication is key roles that make clear vision and also helps in making decision. Once the policy is implemented it is reviewed and the issues are resolved. The plan is defined in such a way that a strong co-worker relationship is developed and positive workplace environment.

References

Ammendolia, C., Côté, P., Cancelliere, C., Cassidy, J. D., Hartvigsen, J., Boyle, E., … & Amick, B. (2016). Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism. BMC Public Health, 16(1), 1190.

Carayon, P., Hancock, P., Leveson, N., Noy, I., Sznelwar, L., & Van Hootegem, G. (2015). Advancing a sociotechnical systems approach to workplace safety–developing the conceptual framework. Ergonomics, 58(4), 548-564.

Diaz?Carrion, R., López?Fernández, M., & Romero?Fernandez, P. M. (2018). Developing a sustainable HRM system from a contextual perspective. Corporate Social Responsibility and Environmental Management, 25(6), 1143-1153.

Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, 56(4), 613-627.

Ghosh, K. (2015). Developing organizational creativity and innovation: toward a model of self-leadership, employee creativity, creativity climate and workplace innovative orientation. Management Research Review, 38(11), 1126-1148.

Markey, R., McIvor, J., & Wright, C. F. (2016). Employee participation and carbon emissions reduction in Australian workplaces. The International Journal of Human Resource Management, 27(2), 173-191.

McPherson, S., Anid, N. M., Ashton, W. S., Hurtado-Martín, M., Khalili, N., & Panero, M. (2016). Pathways to Cleaner Production in the Americas II: Application of a competency model to experiential learning for sustainability education. Journal of cleaner production, 135, 907-918.

Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Canvaal sustainability policies and employee green behaviour: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, 49-54.

Pot, F., Totterdill, P., & Dhondt, S. (2016). Workplace innovation: European policy and theoretical foundation. World Review of Entrepreneurship, Management and Sustainable Development, 12(1), 13-32.