Although it’s probably not realistic to expect every single employee to be happy 100 percent of the time, seriously unhappy, disengaged employees can have some adverse effects on your business. In fact, research has found that “70 percent of U.S. employees are disengaged, and this costs the U.S. $450 to $550 billion per year.” Here are three common signs that an employee is unhappy and some tips on resolving the situation.
Being Quiet Around the Office
While not everyone is a raging extrovert and some people are introverts by nature, you can usually tell when someone is being quiet to the point that it’s excessive. When an employee lacks connections within a workplace and doesn’t have any friends, this can quickly create a disconnect. In turn, this is often a recipe for dissatisfaction and disengagement.
Showing Up Late or Calling in More Often
Excessive tardiness or absenteeism usually means one thing. An employee doesn’t value their job and their morale is in the tank. When a person is consistently late or calling in for a reason other than legitimate personal issues, it’s fair to say that they’re not enjoying their work, and their longevity at your company is questionable.
Producing Less Work Than Usual
Do you have a particular employee who used to be highly productive but their productivity has steadily declined? Or has their quality of work diminished? More often than not, this is a sign of discontent and disengagement, and they’re probably not putting the same level of effort into their work than they used to. This is obviously problematic and can negatively impact your company’s bottom line.
Addressing These Issues
When it’s clear that you’re dealing with an unhappy employee, it’s important that you promptly address the situation and do whatever it takes to find a resolution. This typically begins by speaking to them directly about it in private to see what’s going on. Often, this will yield all of the information you need to either make a change or find a replacement.
Another idea is to offer anonymous survey forms to your employees to get a sense of what the issue may be. This is advantageous because employees will usually feel comfortable voicing their genuine opinion without the fear of repercussion.
If you find that there’s simply no solution and believe that an employee is likely to quit, it’s a good idea to use a staffing partner to find a new hire quickly if they do in fact quit. A staffing partner will be able to utilize a sizable network to find a suitable replacement that’s likely to be adept at a position and grateful for the opportunity.
An unhappy employee can no doubt create problems for your business and can hurt your productivity and profitability. By proactively working to fix the issue, you can get your company back on track and reduce any glitches along the way.