Without a very strong organizational culture, it is almost certain that, at some point, dissatisfaction will arise in the team. Even in a stable organizational culture, dissatisfaction arises. The question is, how do we resolve it? What do we do if we have dissatisfied employees?
Myth #1 — The Always Dissatisfied Employee
If you are an employer and you have problems with your staff, it is very easy to fall into the following trap: my employees are always dissatisfied. In this case, most likely, you are interested in employee performance and want things to work, but you feel that something is missing. What is missing? Why do you need to resolve a mountain of dissatisfaction?
The answer: You don't need to be a firefighter and put out fires continuously, and it's not natural to constantly struggle with employee dissatisfaction. But what is very important to know: the always dissatisfied employee is a myth. There really is no such thing as an always dissatisfied employee. Read to the end, because at the end of the article I have prepared some practical solutions for you.
Myth #2 — The Always Dissatisfied Employer
Another myth that stems from the first problem — the "always dissatisfied employee" — is the #2 myth — the employer who is never satisfied.
As in the first case, you should know that the always dissatisfied employer is also a myth. It is, in fact, a label that employees put on, but, above all, a label that the employer assigns to himself, at a certain point. Not knowing how to solve certain problems, due to pressure, frustration, these two camps are formed: employee and employer, in which it seems that no one does things as they should.
The Circle of Discontent — What is really happening, what is the real problem?
The phenomenon that occurs and feeds itself when we talk about dissatisfied employees and employers is what we can call "circle of dissatisfaction".
Employees are dissatisfied with the employer. As a consequence, the employer becomes dissatisfied with the employees. More precisely, the employer becomes dissatisfied with the employees' dissatisfaction.
The opposite is also true. The employer is dissatisfied with the employees, and the employees take this dissatisfaction and direct it back at the employer.
What is actually disturbing, on both sides, is the feeling of dissatisfaction.
It may sound complicated, but the solution is simple.
The sure thing that works and is worth applying is to break this cycle of dissatisfaction.
Solutions
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Stop thinking in labels.
The most important step, the most profound and perhaps the hardest to take, but the one that also brings the best results, is to stop thinking about yourself, the employer, or the employees, through labels like “employees are always unhappy”, “employers are always unhappy”. If you don’t do your best to let go of this mindset, the problem will repeat itself again and again, no matter what employees you have, until you learn this lesson.
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Ask your employees what they really want
Most of the time, motivation strategies don't work because they are applied intuitively, based on assumptions.
What I mean is? Not all people want the same things. And not all people want what we think they want.
If it's important to you to be 100% and to be successful with your employees, ask each employee what they really want. This can include questions about salary, atmosphere, team, non-financial motivation, etc.
The most important thing is not to give these meetings a problematic tone. It is good for these discussions to be calm, positive, and based on finding solutions, not accusations and frustration.
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Employer Diary — Focus on what employees do well
Change your focus from what you don't like about your employees to what they do well, to what you appreciate about them. If it helps, you can keep a 30–60 day journal about it. Write down at least 3 things you appreciate about your employees every day. Eventually, you'll have between 100 and 200. And that will create a change in perspective. You'll gradually discover that there are many things you appreciate about your employees. Even the ones that usually cause you problems.
As you write, tell them when they do something well and sincerely thank them for it. Show your appreciation and focus more on what is working. You will give them confidence and energy, your relationship will evolve, and many of the current conflicts will dissolve.
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If you feel that certain employees bring nothing but dissatisfaction to the company, concede to them.
Have the courage to part ways with people who no longer fit in your company. Fire them and bring in the right people, both in terms of attitude and skills.