No matter how hard you try to create a positive work culture, you will have a dissatisfied employee at some point in time. The key is to have strategies where you can get the employee to turn around so that they can become a productive member of your workforce again. It is challenging, but it will set you up for success if you can get through to these employees. Letting them fester can lead to more disgruntled employees, which is a much more challenging situation.
How to Identify Dissatisfied Employees
Unhappy employees may not always come to you. Fortunately, there are some signs that can help you find them so that you can address the issue sooner rather than later. Look for employees who are missing work, coming in late, not doing a thorough job, or taking too many breaks. You might also notice a drop in the quality of their work. If you see a pattern of any of these behaviors emerging, you are likely to have an unhappy employee.
How to Avoid Making Employees Unhappy
There are ways that you can actually avoid making employees dissatisfied. There are a few key triggers for dissatisfaction, including the following:
- Lack of recognition
- Disrespectful treatment
- Poor performance review
- Sexual harassment
- Issues at home
- Lack of opportunity for growth
Some of these issues are within your control, while others are not. You can tackle those that are and monitor employees for dissatisfaction so that you can resolve the issue quickly.
Always Be Professional
No matter what the issue is, make sure that you handle it in a professional way. Be respectful and speak in a normal tone. You will not improve the situation by raising your voice or expressing anger. Be sure to tell them what you have found and give them an opportunity to tell you what is going on. Make sure that they feel comfortable expressing their opinion.
Address the Issue Quickly
It is important to address this issue as soon as you notice it. Letting it go will only lead to more problems. When you notice that there is a problem, call a meeting as soon as you can. Make sure that the meeting is private and your employee can feel comfortable speaking to you. Don’t discuss it in front of their coworkers, and stay calm and professional throughout the meeting.
It is also important that you keep a record of each incident. You should write down your observations and your concerns and what you plan to do about it. Then, write down when you schedule the meeting. Finally, write an assessment of the meeting. Keep a record of what you talked about and what changes will be made. If the employee commits to changing his or her behavior, keep that in writing as well so that you can refer back to it if an issue comes up again later.