Managing employees is a necessary part of running a business, whether a company has only a few employees or a few thousand. Ideally, a company will hire the perfect worker the first time, then retain that employee for decades without a single issue. That rarely happens, however, especially as a business’s team grows.
Occasionally, a manager may be tasked with handling an unhappy employee who isn’t afraid to let others know about it. Mitigating the situation may be tricky, especially if other employees are aware of the worker’s negative attitude. Here are some things you can do if an employee is miserable and looking for company.
Separate the Employee
As soon as you notice an employee’s behavior is problematic, it’s time to take action. Never make a scene in front of other employees. Instead, pull the employee aside and have a private discussion about the matter, possibly with someone from human resources present. Let the employee air all grievances and promise to address those that are legitimate. If the issues can’t be repaired, explain this to the employee and make it understood that these bad habits can’t continue.
In many cases, a disgruntled employee simply wants someone to hear his complaints. By letting a disgruntled worker know that he can come to you whenever he has an issue, you may be able to confine the drama to your office, rather than taking the risk of it spreading throughout the organization. Most importantly, listen closely to what the employee is saying and consider whether there could be a grain of truth in what he’s saying. In some cases, an employee’s complaints could highlight a problem that needs to be addressed.
Once an employee has made his unhappiness public, it’s important to consider the many ways the employee can damage your company. The FBI recently cautioned businesses about the rise in data theft from disgruntled employees. Conduct an inventory of all of the systems the employee accesses and consider limiting his access to information like customer credit card and social security numbers. If dismissal becomes necessary, make sure access to your systems is cut off instantly.
If efforts to manage the situation prove unsuccessful, you’ll likely have no choice but to dismiss the employee. For that reason, you should maintain careful documentation of each incident and note all discussions you hold with the employee. Offering the employee an opportunity to resign rather than be terminated can be beneficial, especially if the worker is angry and might possibly file a lawsuit. Since the employee is already making his displeasure known, you may also find it worth your while to offer a severance package in exchange for signing a confidentiality agreement. This will keep negative postings off of social media and sites like Glassdoor.
A disgruntled employee can cause great harm to an organization, lowering morale and distracting team members from their daily tasks. By addressing the issue professionally as discreetly as possible, a manager can maintain peace and keep the organization moving forward.