No matter how great of a leader you are, eventually, you’ll have a swarm of frustrated employees in front of you. And even though it probably wasn’t your fault, you have to handle it, and the sooner, the better! When morale is low, employees rarely perform well, people stop trying and productivity wanes. If you don’t handle the situation immediately, it will only get worse. In fact, frustration and cynicism are often contagious. Here are three tips for dealing with frustrated employees.

Be proactive

When you notice that one of your employees is frustrated, don’t guess about why they might be frustrated—address it head-on as soon as you can. Confront the employee, gently and inquisitively, not aggressively, and ask them what’s going on. Tell them you’ve noticed some behavior that hints that they’re unhappy and let them know that you want to try and help them. Be empathetic and understanding. Remember that they might be frustrated with you or some of your policies, so if they complain about you, don’t get defensive.

Find the cause and problem-solve

Work with anyone and everyone who’s involved in the matter to find a solution to the problem. Once you’ve observed the behaviors, keep digging. If, for example, you notice that one employee is frustrated because another employee didn’t complete a report they were assigned, ask why. Perhaps they report that they didn’t know they were supposed to finish it. So why didn’t they know that? Eventually, after all your digging and asking why, you might discover that this employee didn’t understand their responsibilities because they were never communicated, and they were never fully trained and oriented when they were hired. If that’s the case, it’s your responsibility to see that that employee immediately receives the proper training they were lacking and that all future employees are given their complete job descriptions on their very first day. That way, this confusion never occurs again.

Be honest

Avoid lying about how a mistake happened and avoid issuing false promises about how things will get better. If you make a commitment that you’ll solve the problems and issues that are causing the frustration, you better make sure you follow through and do your best to solve them. Otherwise, your team will grow more frustrated and disillusioned with your leadership. Eventually, their frustration will culminate, and some of your employees will leave. And once you start tackling the problem, keep them update about your progress. If you find that the source of the problem is out of your control, let them know that as well. Just be honest and straightforward, not evasive or shifty.

For more tips on handling frustrated employees, contact PrideStaff St. Pete Clearwater today.

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