How to Handle a Disgruntled Employee

You’ve noticed a dip in energy around your café, and it’s not just the coffee. Maybe an employee’s been showing up late, or they’re not their usual chatty self with customers. This isn’t just a bad day; it could be the sign of something deeper. Understanding what a disgruntled employee is can help you nip problems in the bud before they spiral out of control. A disgruntled employee feels unhappy with their job or workplace. This dissatisfaction can stem from various sources, such as:

• Compensation issues: Feeling underpaid or unfairly compensated.
• Poor communication: Lack of clarity or transparency from management.
• Lack of recognition: Not feeling valued for their contributions.
• Workplace conflicts: Issues with coworkers or managers.
• Unmet expectations: Discrepancies between job expectations and reality.

These feelings can manifest in several ways, including reduced productivity, passive-aggressive behavior, increased absenteeism, or even outright hostility. For example, an employee might start missing shifts without notice, or they might begin to openly criticize management decisions. Understanding these signs is the first step in addressing and resolving their grievances.

Types of Disgruntled Employees

Not all disgruntled employees are the same. Recognizing the different types can help you tailor your approach to each situation, making your interventions more effective.

Chronic Complainers

These employees always seem to have something to gripe about. Whether it’s the schedule, the customers, or the coffee machine, chronic complainers find fault in everything. They’re not necessarily malicious, but their constant negativity can drag down team morale.

Passive-Aggressive Employees

Passive-aggressive employees might not voice their dissatisfaction directly, but their actions speak volumes. They might miss deadlines, “forget” tasks, or give the cold shoulder to coworkers. This behavior can create a toxic atmosphere that affects everyone.

Actively Disruptive Employees

These are the employees who openly express their dissatisfaction, sometimes in disruptive ways. They might argue with managers in front of customers or spread rumors among the team. Their behavior can quickly escalate if not addressed, potentially leading to more severe consequences like workplace violence.

Benefits of Managing Disgruntled Employees

Addressing the issue of disgruntled employees isn’t just about putting out fires. It’s about creating a healthier, more productive work environment. Here’s why it matters:

Improved Productivity

When employees are happy, they work better. Addressing their concerns can lead to enhanced work habits and increased productivity. For example, resolving scheduling conflicts can help employees feel more in control of their time, leading to better performance.

Healthier Company Culture

A positive work environment fosters open communication and mutual respect. By addressing grievances, you reinforce a culture where employees feel heard and valued. This can lead to a more cohesive team that works well together.

Better Employee Retention

High turnover rates can be costly and disruptive. Managing disgruntled employees effectively can reduce turnover by making employees feel valued and supported. For instance, recognizing an employee’s hard work with a simple “thank you” can go a long way in boosting their morale.

Enhanced Company Reputation

Your business’s reputation isn’t just about how customers see you; it’s also about how potential employees see you. Addressing employee dissatisfaction transparently can improve your company’s reputation, making it easier to attract top talent. A café known for treating its staff well will always have a leg up in a competitive market.

How to Recognize a Disgruntled Employee

Spotting the signs of a disgruntled employee early can prevent minor issues from becoming major problems. Here are some common indicators to watch for:

Changes in Work Quality

A noticeable decline in performance is often a red flag. This could be intentional or accidental, but either way, it’s a sign that something’s wrong. For example, an employee who used to be meticulous with orders might start making frequent mistakes.

Improper Interactions

Disgruntled employees might break workplace rules, make critical comments, or initiate disagreements. If an employee starts arguing with coworkers or openly criticizing management, it’s a clear sign of underlying dissatisfaction.

Absenteeism and Lateness

Frequent absenteeism or tardiness can be a sign of distress or an attempt to communicate dissatisfaction. If an employee who was always punctual starts showing up late or missing shifts, it’s time to have a conversation.

Decreased Teamwork

Upset employees may limit their involvement in group work, hindering team productivity and cohesion. If someone who was once a team player starts isolating themselves, it’s a sign that they might be unhappy. Recognizing these signs early allows you to address the root causes before they escalate, ensuring a more harmonious and productive workplace.

How to Handle a Disgruntled Employee

You’ve identified the signs. Now comes the hard part—handling it. Ignoring the problem won’t make it go away, and in a small business, one unhappy employee can affect the entire team. Here’s a step-by-step guide to managing disgruntled employees effectively.

Review the Situation

Before jumping to conclusions, take a moment to understand the root cause of the employee’s dissatisfaction. Is it a scheduling issue? Are they feeling undervalued? Understanding the problem helps you address it more effectively. Use tools like Homebase’s Team Communication feature to gather feedback and pinpoint issues.

Meet with the Employee

Arrange a private meeting to discuss your concerns. Be direct but empathetic. Let them know you’ve noticed changes and you want to help. This isn’t about blame; it’s about finding a solution. Use this time to listen more than you talk. Sometimes, employees just need to feel heard.

Communicate Solutions

Once you understand the problem, work with the employee to find solutions. Maybe they need more flexible hours, or perhaps they’re looking for more recognition. Offer realistic solutions and involve HR if necessary. Homebase’s Employee Happiness tools can help you track morale and identify areas for improvement.

Follow Up on Progress

Don’t just implement a solution and forget about it. Regularly check in with the employee to see how things are going. Monitoring progress ensures that the issue doesn’t resurface. Use Homebase’s Scheduling and Payroll features to make sure logistical issues like shifts and pay are being handled smoothly.

Assess Organizational Responsibility

Sometimes, the problem isn’t just the employee; it’s the workplace. Take a hard look at your company policies and culture. Are there systemic issues that need addressing? Use Homebase’s HR & Compliance tools to ensure you’re following best practices and maintaining a fair work environment.

Emphasize Open Communication

Promote a culture of transparency and open communication. Encourage employees to speak up before issues escalate. Regular one-on-one meetings and anonymous surveys can help you stay ahead of potential problems. Homebase’s Team Communication feature makes it easy to keep the lines of communication open.

Tips and Strategies for Resolving Employee Grievances

Resolving grievances isn’t a one-size-fits-all process. Different situations call for different approaches. Here are some effective strategies to consider:

Active Listening

When an employee comes to you with a problem, give them your full attention. Don’t interrupt or dismiss their concerns. Show empathy through your body language and by repeating back what they’ve said to ensure you understand. This makes them feel valued and heard.

Addressing Concerns Promptly

Don’t let grievances fester. Address issues as soon as they arise. This shows employees that you take their concerns seriously and are committed to finding solutions. Schedule a meeting promptly and come prepared with potential resolutions.

Offering Constructive Feedback

When providing feedback, focus on specific actions rather than personality traits. Highlight what the employee is doing well and offer actionable suggestions for improvement. This balanced approach helps employees feel supported rather than criticized.

Recognizing and Rewarding Good Performance

Implement a recognition program that includes both monetary and non-monetary rewards. Tailor recognition to individual preferences—some may appreciate public praise, while others prefer a private acknowledgment. Recognizing hard work boosts morale and motivation.

Providing Professional Development Opportunities

Offer access to training programs, workshops, and courses that align with employees’ career goals. Supporting efforts to earn certifications or advanced degrees shows that you’re invested in their growth, which can significantly improve job satisfaction. {{banner-cta}}

How Technology Can Help Spot Disgruntled Employees

In today’s digital age, technology can be a valuable ally in identifying and managing disgruntled employees. Tools like Homebase’s Employee Happiness feature use sentiment analysis and anonymous surveys to gauge employee morale. Here’s how technology can help:

• Employee Monitoring: Track activities and flag deviations from normal behavior.
• Behavior Analytics: Analyze patterns that might indicate dissatisfaction.
• Sentiment Analysis: Monitor communication channels for negative sentiment.
• Risk Scoring: Assign risk scores to employees based on behavior, enabling proactive management.

Is Addressing Disgruntled Employees Worth It?

Absolutely. Addressing disgruntled employees isn’t just about putting out fires; it’s about building a stronger, more cohesive team. Here’s why it’s worth the effort:

• Long-term Benefits: Happy employees are more productive and loyal, reducing turnover and associated costs.
• Improved Morale: Addressing issues head-on fosters a positive work environment, boosting overall team morale.
• Financial Implications: Resolving dissatisfaction early can prevent costly disruptions and improve your bottom line.

By leveraging tools like Homebase’s comprehensive suite of features, you can create a more supportive and efficient workplace, ultimately reducing the likelihood of having disgruntled employees. Investing in your team’s happiness and well-being pays off in the long run, making your business not just a place of work, but a community where everyone thrives.

Find Out Why They’re Disgruntled

If an employee avoids group activities, when they had previously joined in, something may be wrong. It’s always possible that there’s something going on in an employee’s personal life, such as a breakup, that has them down and disengaged at work. It is your job to do your best to get to the bottom of it, if they don’t come out and say what’s caused such a drastic change. If it’s an issue that has to do with work, then the next step is to see if it can be remedied. Unhappiness at work can come from a variety of sources and there are some causes you can do something about and others that are completely out of your control. Know the difference and set boundaries for what you can and cannot accommodate.

Act Quickly When You Notice a Disgruntled Employee

If one employee is neglecting their duties and not addressing customers in the friendly way you require, you must decide what course of action you will take as soon as possible. The last thing you would want is for their negativity to spread to other employees. While disgruntled employees sometimes arise, keeping the malaise at bay is crucial to maintaining the high quality service your business is known for. Once you sit this employee down and get an understanding of what’s going on, that’s the time to decide your course of action. If they are typically a high performing member of the team, seeing them go would have a negative impact on your business. However, they may be on the verge of quitting. Learning to recognize signs an employee is about to quit can help you boost retention rates and lower the cost of hiring and training new employees.

Open Channels of Communication

Since you have noticed your disgruntled employee, it’s entirely possible that fellow employees have as well. Create a forum to discuss improvements to your business that will make it a better place to work. Your current employees are a gold mine for ideas on small changes that can make your business a pleasure to work for. While doubling pay may not be in the cards, creating a schedule further in advance to help employees plan their other obligations could be an easily implemented change with the help of an online employee scheduling system.

Be Proactive

Once you have dealt with at least one disgruntled employee, you will learn the warning signs. Maybe the employee starts to clock in late or does not accomplish routine tasks at the level they used to. As soon as you see any troubling behavior, talk about it calmly with them. Make sure all employees are reminded periodically of what is expected of them, both in terms of business results and etiquette. Showing that you are in tune with employees is a plus. While a personal issue may be causing an employee to become disgruntled temporarily, noticing and discussing anything out of the ordinary will show that you care and want to encourage employees to reach their potential. Losing employees based on preventable issues should be avoided at all costs.

Prepare for the Worst

Holding on to star employees is the best case scenario, but sometimes the reasons behind your newly disgruntled employees are out of your control. You can’t bend the rules if an employee is asking for an unfair accommodation. Similarly, if an employee is on the brink of quitting and has made it clear that there is nothing reasonable you can do to keep them onboard, then it’s time to let them go. Whether they quit, or you are left with no choice but to fire them, this is an unfortunate, but oftentimes unavoidable outcome. Be sure to give employees warnings and document any discussions you have surrounding performance. Has scheduling or time tracking come up as a reason why employees are disgruntled? Homebase can help. Get started for free.