How to Handle a Disgruntled Employee

In exploring workplace dynamics, understanding the concept of a disgruntled employee becomes pivotal. A disgruntled employee harbors dissatisfaction or unhappiness within the framework of their employment. 

Workplaces should create an environment where employees feel heard, valued, and supported, ultimately mitigating potential issues that could impact the workplace atmosphere. Employers and managers are urged to proactively identify and address factors contributing to employee dissatisfaction. 

What Is a Disgruntled Employee?

A disgruntled employee is an individual within a workplace who experiences dissatisfaction or unhappiness in the context of their employment. This discontentment can stem from various sources, ranging from concerns about company policies and work conditions to disagreements with management decisions or interpersonal conflicts. Employees may exhibit behaviors reflective of their dissatisfaction.

Handling disgruntled employees involves a nuanced approach that prioritizes effective communication, understanding the root causes of their discontent, and implementing strategies to address their specific concerns. Creating an environment where employees feel heard, valued, and supported is crucial in mitigating potential workplace issues and supporting employee retention.

Employers and managers must proactively identify and address the factors contributing to employee dissatisfaction. This identification helps contribute to a positive workplace culture and contributes to sustained productivity and employee well-being. 

Recognizing the Common Signs to Look Out for

Identifying signs of a disgruntled employee is crucial for proactive management and maintaining a positive workplace environment. 

While specific behaviors may vary, below, we’ll cover some signs you might see. 

As you consider these potential signs of a disgruntled employee, keep in mind that there are laws protecting employees, so make sure you adhering to those laws, and are aware of any negative consequences that might occur before you take any action. 

• Changes in Work Performance: Observable changes inwork performance, such as a decline in the quality of work, increased errors, or a lack of motivation, could be a sign of a disgruntled employee.
• Unprofessional Interactions with Other Team Members: Disgruntled employees may exhibit unprofessional interactions with colleagues, demonstrating reluctance to collaborate or assist others.
• Change in Attitude: A notable change in attitude, where an employee becomes more negative or critical, may signal underlying discontent. Unwillingness to engage in team activities or contribute to a collaborative work atmosphere is another behavioral sign to be attentive to.
• An Increase in the Number of Breaks: This could look like extra breaks taken or extended lunch periods. A disengaged employee may seek ways to disengage physically from the workplace, signaling a desire to distance themselves.
• Increased Stress Levels or Decreased Enthusiasm: Stress may increase, or you may see decreased enthusiasm for the job. Employees who feel disengaged may show reduced interest in professional development opportunities or a lack of enthusiasm for company initiatives.
• Communication Patterns: A disgruntled employee might be less communicative or avoid interactions with colleagues and superiors; when conflicts arise, the individual may resist seeking resolutions or contribute to a hostile atmosphere. Changes in communication patterns extend to written forms as well – a disgruntled employee might decline in responsiveness to emails, messages, or other forms of communication. This lack of engagement can hinder effective collaboration and contribute to isolation within the team.
• Quality of Interpersonal Relationships: Relationships at work can provide insights into an employee’s satisfaction. If a previously cooperative team member starts to exhibit uncooperative behavior, conflicts with colleagues, or an unwillingness to support team goals, it may indicate underlying dissatisfaction.
• Changes in Physical Presence: Appearance and body language can provide valuable insights. A disgruntled employee may exhibit visible signs of stress, such as tense body language, frequent sighs, or a general lack of enthusiasm. Monitoring non-verbal cues can help identify employees who may not openly express their discontent but convey it through subtle behaviors.
• A Decline in the Quality of Customer Interactions: A decline in the quality of customer service interactions can indicate internal dissatisfaction affecting external-facing aspects of the job. Disgruntled employees may need help maintaining a positive and professional demeanor when interacting with clients, which can impact the organization’s reputation and customer satisfaction.
• Increased Tardiness or Absenteeism: Frequent tardiness or prolonged absenteeism can indicate dissatisfaction. However, absences may be for a legitimate reason. Educate yourself on possible negative consequences you might encounter and applicable laws before taking any action. 

There may be other reasons for an employee to display some of these signs, so displaying some of them doesn’t necessarily mean they’re a disgruntled employee. Still, these can be helpful to keep in mind. 

Promptly recognizing disgruntled employees allows employers and managers to address underlying issues, foster open communication, and implement strategies to improve employee satisfaction. By proactively managing potential sources of discontent, organizations can create a more positive and productive work environment.

10 Effective Tips for Handling a Disgruntled Employee

Handling a disgruntled employee requires a thoughtful and proactive approach to addressing their concerns and maintaining a positive work environment. 

As you handle a disgruntled employee, ensure that you go through the proper processes, stay on the right side of the law, and are aware of potential negative consequences and how to avoid them.

Here are ten tips for effectively managing situations with a disgruntled employee: 

1. Remain Professional

Always maintain a professional demeanor, refraining from reacting emotionally or confrontationally. Demonstrating composure sets a positive tone for the interaction.

2. Handle Issues Privately

Address concerns privately to avoid embarrassing the employee in front of colleagues. This privacy preserves their dignity and allows for a more open and honest discussion.

3. Document Everything

Keep detailed records of all interactions, including discussions and warnings. Documentation can be essential in escalated situations or if further action is needed.

4. Don’t Empower Them

Avoid giving the disgruntled employee undue authority or power in the workplace. Keep control of the situation to prevent it from escalating further.

5. Listen and Offer Solutions

Actively listen to the employee’s concerns, offering constructive solutions whenever possible. Encourage a collaborative approach to problem-solving.

6. Don’t Lose Hope

Maintain a positive outlook and keep hope in the employee. Provide support and opportunities for improvement, fostering a sense of optimism about resolving the issues.

7. Understand the Problem and Bigger Picture

Gain a thorough understanding of the employee’s grievances and consider the broader impact on the team and company. Addressing the root cause helps in finding practical solutions.

8. Know the Boundaries

Be aware of the boundaries between professionalism and personal matters. Choose language carefully and handle the situation objectively, avoiding personal attacks.

9. Face the Issue

Confront the issues directly rather than avoiding them. Tackling problems head-on allows for a quicker resolution and prevents the situation from worsening.

10. Not Everyone Can Be Helped

Recognize that despite efforts to resolve issues, not everyone may be receptive to assistance. In such cases, consider appropriate actions, including potential reassignments, investigations, or terminations, to protect the work environment. 

Frequently Asked Questions

How Do You Respond to a Disgruntled Employee?

When responding to a disgruntled employee, remain calm and professional, listen actively to their concerns, address issues privately, and offer constructive solutions. Document interactions, maintain workplace boundaries, and provide ongoing support. If necessary, involve HR to ensure a fair and transparent resolution, fostering a positive work environment. 

Final Thoughts

Recognizing and effectively handling disgruntled employees is integral to maintaining a positive workplace culture and promoting sustained productivity. The term “disgruntled” encapsulates a displeasure stemming from various workplace factors, such as company policies, work conditions, or interpersonal conflicts. 

Proactively identifying common signs, including changes in work performance, negative attitudes, and more, allows employers to address concerns promptly. 

Need help finding the right employee? Feel free to contact us at ScoutLogic to see how we can help with your background screening services.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.