How To Deal With A Disgruntled Employee
Office Politics Can Be Dicey Sometimes
If you are struggling with an employee who does not seem to enjoy his job anymore, it might be time to let him go. However, there might be other ways to get through to this person without having to fire him. How you react to this situation will reveal your character as a boss and the integrity of the company.
It can be a long and tedious process, but you have to document everything that you see and do in regards to disciplinary action. If there is no documentation, the employee could very easily claim that the termination had no merit if it does come to that.
What Should Be Documented-
Conversations Should Be Written Out
Disciplinary Actions Taken
How The Employee Violated Company Policy
Each time you talk to an employee, make sure you note the time and nature of the discussion as well as any key details.
Reach Out Before Termination
The first thing an employer should do is try to have a heart to heart talk about things that might be going on. There are many personal issues that may be occurring that the employer may not know about. For example:
The Employee Could Have Lost A Loved One
Recent Medical Woes Could Leave An Employee Frustrated
Personal Disagreement With Your Policy Could Cause Employee To Tune Out
Sit down, have a chat and see if there is anything that the company can do to be of asisstance before you take any action. If it even gets one employee motivated again, it is a good deal for the company.
Don't Be Afraid To Terminate
If the problem still persists, you have no choice but to let the employee go. You cannot have someone who does not want to be with your company continue to collect a paycheck for a substandard performance.
You also don't want that employee bringing down morale and causing other employees to feel like they don't have to give 100 percent either. Leadership is important here and you have to show that those who don't want to be part of the team will be shown the door quickly.