What Are Common HR Complaints? And How to Fix Them
In today’s complex and competitive business environment, human resources teams are expected to serve as strategic partners. Yet, many employees still feel disconnected, unheard, or unsupported by HR. These concerns, when unaddressed, can erode trust, hamper performance, and increase turnover. To help organizations create high-performing, people-first cultures, we explore the most common HR complaints — and how to fix them using actionable strategies and solutions.
"HR Doesn't Really Listen to Us"
The Complaint:
Employees often express that HR functions as a management mouthpiece rather than a support system for staff. They may feel their concerns fall on deaf ears, leading to disengagement and a belief that feedback doesn’t lead to meaningful change.
The Fix:
Implement a Continuous Feedback Mechanism (CFM) that enables ongoing, two-way dialogue—not just annual reviews.
Conduct recurring CGD Focus Groups with ANC Global, segmented by level, tenure, and function to extract diverse insights.
Utilize anonymous feedback tools and ensure leadership responds to patterns of concern through quarterly all-hands or pulse update reports.
"HR Only Shows Up When There’s a Problem"
The Complaint:
When employees only see HR during disciplinary actions or layoffs, it reinforces the idea that HR is reactive and aligned with leadership—not the workforce.
The Fix:
Embed HR into the employee lifecycle through ANC Global’s Career and Development Frameworks (CDF) that guide performance, not just correction.
Normalize leadership coaching with tools like our Leadership Assessment Framework (LAF) and Mentoring Programs.
Create a rhythm of positive engagement—quarterly check-ins, recognition ceremonies, and skip-level feedback sessions.
"We Don’t See Any Career Growth"
The Complaint:
Employees become disillusioned when they see roles being filled externally, lack access to upskilling, or receive vague performance feedback.
The Fix:
Personalize employee growth using Individual Development Plans (IDP) tied to business goals and employee aspirations.
Use our Know Your Capability (KYC) assessments to clarify current skill gaps and hidden strengths.
Integrate the Capability Development Matrix (CDM) to visualize talent mobility across departments.
"There's No Transparency Around Promotions or Pay"
The Complaint:
A major driver of attrition, lack of clarity around compensation and advancement leads to perceived favoritism and distrust.
The Fix:
Use structured, equitable pay bands with guidance from our Compensation and Benefits Administration solutions.
Drive performance-based promotions through standardized tools like the Hogan Assessment System (HAS).
Strengthen internal mobility with Succession and Bench Assessments (SABA) for fair opportunity mapping.
"The Culture Is Toxic"
The Complaint:
Toxicity as a common HR complaints may manifest as micromanagement, discrimination, burnout, or exclusion. Culture issues often begin at the top but impact everyone.
The Fix:
Conduct a deep-dive Change Cultural Assessment (CCA) to identify root causes of toxicity.
Facilitate transformation through our Culture and Value Playshops (CVPs) that reshape behavioral expectations collaboratively.
Invest in holistic ANC Global’s Employee Mental Health & Psychological Safety (EMHPS Matrix) programs, from EAPs to stress management.
"DE&I Is All Talk, No Action"
The Complaint:
When DE&I initiatives feel like branding exercises without representation, metrics, or accountability, employees disengage and marginalized groups feel overlooked.
The Fix:
Go beyond awareness with structural initiatives like ANC Global’s Women in Boardroom (WIB) and ANC Global’s Middle Management Women (MMW).
Regularly roll out Gender Sensitization and bias mitigation training across functions.
Tie DE&I metrics to leadership bonuses and review performance via quarterly DE&I dashboards.
"Onboarding Felt Cold and Unstructured"
The Complaint:
A chaotic onboarding experience can alienate new hires and delay productivity.
The Fix:
Use structured onboarding journeys like ANC Global’s Onboarding Senior Leaders (OSL) to ensure clarity, culture, and connection from day one.
Offer inclusive onboarding using our proprietary Neuro-Culture Building Trainings to normalize diversity and belonging.
Assign onboarding mentors and use milestone-based tracking (30/60/90-day goals) to personalize the experience.
"Change Is Chaotic and Poorly Managed"
The Complaint:
When organizational change is communicated late or vaguely, fear and speculation take hold, hurting morale and productivity.
The Fix:
Architect agile transformation using the ANC Global’s Fit-for-Future (3F0) approach for scenario planning and role clarity.
Support people-first transitions using a Cultural Transition Plan (CTP) that aligns messaging and rituals to new realities.
Empower cross-functional change agents to act as trusted liaisons who surface concerns and reinforce goals.
How ANC Global Can Empower Your Business
Addressing common HR complaints isn’t just about putting out fires — it’s about preventing them through system-level solutions. Whether you’re facing high turnover, low engagement, or credibility gaps, ANC Global offers targeted frameworks that turn HR into a trusted strategic driver.
Explore more:
Contact ANC Global for a complimentary diagnostic session and reimagine your HR approach — not just for today, but for the future of work.
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