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There is a difference between complaining about people maliciously (what we’d call gossip- complaining or being degredatory for it’s own sake/entertainment) and having a justified indignation if – from an objective perspective – others are not fulfilling their jobs, or else are but have workload much less than you. I’ve felt the same thing; if someone is being employed to fulfil a role or a goal and they aren’t this (in my mind) is broken in the same way a cog in a watch can be.
Complaining is fundamentally a form of ventilation – you’re releasing the pressure, this is normal and healthy so long as it’s done with someone trustworthy and isn’t going ‘along the grapevine’. It’s important though that you are dealing with the issue itself in the way it needs to be; if you are overworked or your colleagues aren’t performing your manager needs to be dealing with this. If your manager is reluctant to resolve such an issue it could be your frustration is a reaction to a cultural issue in your company.
A final important thing is the role of perception; there are people I’ve met who’ve *always* believed they are overworked, underpaid, undervalued etc. and some people who’ve always been oblivious to how little they contribute. Personal pride, parental example, whether you are more conservative or free-flowing etc. can all change where you view yourself. Make sure if you are judging your colleagues that you are being objective; ‘what really *are* they here for?’ ‘what realistically is the expectation of them’. And bear in mind that it’s easier to judge workload and contribution in some work environments to others; it’s easy to measure the output of a stock operative moving boxes, it’s hard to measure an office worker where one project, decision, deal, may have vastly varying impact or work associated with it.
I hope this has helped; I wouldn’t say having complaints itself is an issue – it’s a natural response to something not working (so long as you’re being objective) – it’s important that you resolve it the right way.