Here are a few job-discontent factors that may be influencing the level of employee discontent in your workplace, along with useful suggestions for ways they can be addressed to improve retention and performance. Managers who take time to understand why jobs are unhappy often find just the right solutions for turning disgruntled employees into motivated performers. Perhaps what is even more important than how to handle an unhappy employee is how to ensure that your employees are happy in their jobs to begin with.
If you want to keep employees, knowing how to handle an unhappy employee is essential, and the first step is understanding the reasons why they are not satisfied with their job. It is essential to know when your employees are happy and content, and you must be aware of when they are not and they are looking to leave.
If your employees are easily disturbed by routine events, that indicates that they are not engaged in their job. Major life events in your employees lives may be significant, and may be an indication that they are about to leave the workplace. As discussed, unsatisfied employees can impact your team, work environment, and overall business.
As an employer, avoiding unhappy employees and disgruntled employees should be a top priority. The truth is that, left unchecked, employee unhappiness has the potential to ripple through your entire team and cause devastating damage to organizational performance. Whether the source of their discontent is burnout, a lack of direction, office tension, or work/life imbalance, leaders need to identify the root cause and empower employees to fix it before their discontent ripples through the rest of the office.
Make it a habit to ask employees about what they see working--and what is not--in your company, so that you can get on top of problems before they turn into problems. This builds a culture of trust, in which managers and employees are allowed an open dialog, and can attempt to address the root causes of problems. When employers engage employees with meaningful dialog, feedback, and goal-setting, and communicate the clear connection between productivity and compensation, employees are more committed to their jobs, trusting of the employer, and more motivated.
Getting employees involved helps HR managers optimize their hiring process so that the best talent is available for the company, but it also reconnects the current employees to the companys community and reminds them how excited they are about their jobs. Disgruntled employees are purposely removed from your organizations environment, and even more importantly, from their jobs. Dissatisfied employees negatively impact the business as they are usually demotivated, do not produce good results, and have a negative attitude.