That’s why it’s important to prevent such a situation by learning a several tactics for managing unhappy staff.
Examine the situation thoroughly. It’s necessary to find out what disturbs the individual and why he’s upset. There’re plenty of variants starting from family issues and ending with job dissatisfaction. Before taking any actions gather as much information as you can to analyze the problem correctly and to choose the proper decisions. Offering assistance even when an employee’s problems lie far beyond the company is crucial as it will let the upset know that his well-being is important to the organisation he works for and, of course, will build his loyalty to it.
Don’t put off problem solving. The best time to manage this situation was yesterday, so don’t wait for a better chance to deal with it and start doing it today. This is an essential step as by the time you finally come up with some actions the unhappy staff member might share his negative mood with his colleagues.
Read also: How To React To Stressful Situations At Work
Don’t forget about privacy. Talk with the upset employee one on one - it will protect you from him voicing his complaints and claims for his team to hear and will give a perception of safety to the staff member. Moreover, it’s likely that in a private talk he will disclose his real reason for unhappiness. In such case the resolution of the problem can be performed in a private way also without washing dirty linen in public. Speak to the employee in a quiet and gentle manner so he can calm down and document your conversations and decisions in case the staff member says that’s job issues that drives him upset.
Let some time pass. Don’t do your best to manage the situation as quickly as it’s possible. If someone was upset for quite a long time it’s hard to bring the sunshine out of the rain in just few minutes. Give the unsatisfied team member some time to think the situation over once more.
Keep tracking the results. Your work on managing an unhappy employee is not done when all the issues are discussed and all the possible actions are taken. Keep your eye on the employee in future, try to learn regularly how he’s doing by sending him specially composed surveys or polls. That will help you to know whether you’ve dealt the situation properly and to prevent similar problems.
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