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Employees can become unhappy for any number of reasons. The most common problems found in the workplace are employees being upset with their current job responsibilities, misunderstandings amongst employees or their manager not dealing with situations in the appropriate manner. Whatever the reason may be, the best to go to the core of the problem and resolve the situation before the situation before it escalates. If the problem is not dealt with in the correct manner, an unhappy employee can unintentionally damage the business.
Avoid waiting for the dust to settle
The first step to dealing with a problematic situation at work would be to source out the cause of the issue. By appropriately addressing the situation you could prevent it from growing into an even bigger problem. Keep in mind that one upset employee could potentially spread rumours, enraging other employees throughout the company. The Human Resources department of your company did their HR management courses for this mere reason and if the situation should escalate, call in HR.
Be professional
No matter what the situation is, whether or not the employee is at fault, remain professional at all times. Should the employee raise their voice at you, bear in mind that they are frustrated and projecting their frustrations onto you. At no point should you lose your calm and give into “fighting fire with fire.” This method of solving problems will only make the situation worse and you will find yourself no longer at a point where you can resolve the situation. Allowing frustrations to dominate your responses could give the enraged employee all the proof they need, thus escalating the situation.
Keep all matters private
Be discreet in all personal matters when it comes to employees confiding in you about their issues. There will be times where you feel that their behaviour is selfish, and this should not be an opportunity for you to tell them off in public. This could cause the employee to feel cornered, which opens up the floodgates for finger pointing and airing grievances in public as this is bad for company morale or productivity. Schedule a meeting with the employee privately and discuss the situation like professional adults.
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