How To Handle An Unhappy Employee In A Small Business Setting
There’s probably nothing worse for a business than an employee who is unhappy, either because they do not like the work conditions or environment or because they do not feel like they get are getting the respect that they feel they deserve. It creates a major hardship for the business because the employee may threaten to quit or threaten to spread bad press about your business.
But what are you to do as a small business owner? It is not always possible to pay the employee more because your budget won’t allow it, and it isn’t always advisable to simply let your employee go, especially if your employee is a hard worker who has always helped your business produce results. This article will look at two things you need to do with the employee so that you can get the best result for both your employee as well as the business.
#1: Sit Down With The Employee And Any Co-Workers That May Be Involved And Discuss The Issues
Conversation, not confrontation, is always the key to ensure a successful meeting between an employee and the owner. As the owner, you need to have a detailed conversation with the employee. You should talk about the employee’s experiences with the business, what they have liked about it, and what they have not liked about it. Over the course of the conversation, you should get a good sense of your worker’s feelings about the business and the business environment. This will enable you to take the necessary action as will be explained in point #2.
#2: Take The Necessary Action To Correct The Problem If Possible. If Not Possible, Discuss Alternatives.
If the issue is concerning another employee and how their personalities clash, you might have both individuals come face to face before a mediator to see if they can better understand each other and work out a solution that will be acceptable to both individuals. If the issue is over pay, you might sit down and discuss the individual’s work ethic, what kinds of results they have produced, as well as discuss the company’s finances so you can decide whether a pay raise would be in order for the employee.
If you cannot correct the problem, it is best to discuss what other working options the individual has and to let them go in a manner that is amicable to both parties. It is never advisable to abruptly fire someone without discussing the problem and discussing any and all possible solutions because it is always important to keep a good relationship with the individual long after they leave the company.