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5 ways to return a disgruntled employee

1. Set aside time for a personal conversation with the employee.
The first thing to do is to find some time to talk face-to-face with an employee. This can be done in your office at the end of the working day. Thus, you will get the opportunity to discuss the problem in private, not letting the rest of the day go by chance. Then an angry employee can go home and calmly think over the conversation, and not be caught in gossip near the cooler. You will also have the opportunity to get an answer to your questions.
If another employee’s name pops up, you may need to set a time when you can get together and discuss everything. Naturally, you will need to inform the parties in advance about the date and time of the meeting. This will help everyone collect their thoughts. At the end of the meeting, you will see if something can be done immediately in order to smooth out the tension that has arisen.

2. Impartially listen to complaints from annoyed employees.
It is very important when talking with subordinates to listen carefully to them. You need to be frank and notice everything that they may not speak in a conversation with you. However, to develop professional working relationships, it is important to practice active listening. Here are its main points:
• Be present. Make sure you listen to what the person is telling you. This will be easier to do when a person sits opposite you.
• Make sure your focus is on the speaker. You can’t do anything else while you are listening to someone you are talking to. Therefore, put aside all your affairs and give the interlocutor maximum attention.
• Watch your body language, especially eye contact and your posture. They play a huge role in communication. For example, leaning towards a visitor, you demonstrate that you are interested in what he says. Make sure you smile and laugh when needed.
• Repeat the interlocutor key moments of the conversation in your own words. Thus, you will be sure that you heard everything correctly. Do not interrupt the interlocutor, just wait until the interlocutor finishes talking, and then find out everything that you might have missed.
• When the conversation is over, summarize the information received by speaking and paraphrasing everything you heard. Thus, you will be sure that everything is correctly understood. This practice will also show your employee that you really attach importance to what he just shared with you.

3. Once you understand the essence of the problem, immediately offer help.
Once you have fully understood what the employee is dissatisfied with, you should determine whether the complaint concerns working issues or not. This is important because you probably will not want to delve into the personal lives of employees. On the other hand, you want to deal with production problems in order to ensure further systematic work of your office. In this case, you can ask your subordinates how you can help them. Together with them, develop specific common goals and set a date by which they need to be achieved.

When new goals are formed, attract your subordinates. After all, you want to let them feel that they help solve the problem, and not just create it. Therefore, the goals should help irritated employees to see all the pros and cons of their actions, as well as provide personal growth opportunities if they really want to.

Here you will find the opportunity for professional development of employees. If your company is not able to provide such growth programs, be sure to create them. This will not only make you a successful leader, but also have a positive impact on the company’s productivity and profit. It is important to ensure that your employees are able to constantly improve and hone their skills.

4. Encourage.
As a leader, you must be encouraging. It is in your power to create relationships with your employees in which they feel support and responsibility. If you are unable to help, provide support and help your subordinates, such situations will arise again and again, worsening over time.

In addition, when you provide support to your employees, and this leads to achievements, successes, and improvements thanks to your employees, make sure that you do not miss the opportunity to recognize this. To increase employee self-confidence, you just need to say “thank you”. Do not forget to thank, and do not indicate only failures and mistakes.

5. Relax!
Have fun with your subordinates. This is very important, because you want your employees to come to work with pleasure. Their mindset really affects behavior and their communication with customers and customers. If you really want to help your employees do their job better, you should try one of these methods:
• Have an event every month so that your customers and employees meet in a relaxed atmosphere.

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