Disgruntled employees who do not feel heard can cause considerable issues and even significant damage to a company. And that is not something that any employer—regardless of the size of their business—should take lightly.
There are steps that employers can take to prevent employees from feeling disgruntled, but those efforts might not always work. Employers must take great care when handling situations involving disgruntled employees, so they can find a solution while also safeguarding the company. Here are some fundamental tips for New Jersey employers.
1. Address the issue as soon as possible
Usually, employers hope their employees are content in their positions. They want their business to succeed, and often that depends on the employees.
Therefore, one of the best methods of handling a problem with a disgruntled employee is to address the issue right away. If the employee files a complaint, discuss the situation in private, and try to reach a solution.
When employers demonstrate that they are willing to listen and support their employees, they can often mitigate the situation before it escalates and affects the culture of the workplace.
However, not every employee is looking to be heard. They might purposefully pursue a fight.
2. Maintain civility in all interactions with employees
Disgruntled employees can act in a wide range of manners. Some of them might not voice their grievances, while others might become quite aggressive.
No matter how the employee acts, employers should remain calm and professional during all interactions with disgruntled employees. This helps employers:
- Protect their business against further complaints
- Preserve their reputation
- Minimize the tension of the interaction
Remaining calm also prevents employees from citing negative situations in a potential complaint.
3. Always keep records of these interactions
It is critical for employers to maintain organized and detailed records of many aspects of their business, including finances, licenses and any legal documents. However, it is also crucial to keep a written record of any interactions with disgruntled employees.
This includes documenting:
- The employee’s actions
- Steps the employer took to handle the situation
- Any warnings from the employer to the employee
- Potential threats from the employee
Recording these interactions not only provides evidence in case of a trial. It also helps employers take control of the situation and manage it effectively.
