When your employees are still complaining ...

Service Business

Complaining is nothing new, especially in the context of our country. When asked what is going on with us, we start talking about loans, health problems and problems at work. We complain about our work even while in the company. Why is this happening? What to do when employees are still complaining? When and how should the manager react? We explain below.

Complaining harmless and harmful

Expressing dissatisfaction with the rain or heat provides people with topics for conversation and thus brings them closer to each other. Translating this into business, everyday complaining is a harmless ritual for employees that contributes to a more relaxed atmosphere at work.

However, there are situations in which an employee complains almost the entire time of his work. He complains about clients, co-workers, applicable procedures, working conditions or the remuneration system.

Sometimes the reason for the complaint is the incompatibility of characters. We have no influence on who we work with, so it may happen that our close associate has most of the features that we do not accept. This can effectively hinder the joint fulfillment of duties and the emergence of frustration on both sides of the conflict.

In the presented situations, when the complaining goes beyond the acceptable norm and we are not able to change what bothers us so much, we may quit our job. However, before making a decision, consider whether any of the reasons for your dissatisfaction are not within yourself.

Employees are still complaining - how to react?

Complaining is not just an employee's problem. It can also negatively affect other people working in the company. Then the manager should start working. What to do when an employee performs his / her duties without reservation and complaining is the only problem related to him?

Knowing the cause of the complaint

If someone comes to the manager with complaints, the listener should not forcefully convince the manager that everything is fine. It is better to focus in the conversation with the complaining person on the causes that drive the negative behavior and to ask a lot of questions in order to get to know its causes as much as possible. At the end of the dialogue, show the employee that you understand their feelings.

 

An attempt to find out why the person came to a particular manager

Perhaps the employee expects the manager to take specific action, or perhaps he was approached only because he is a good listener. It is very important to know the reason why an employee selects an addressee of his complaints and should be done before expressing any reactions or judgments.

An attempt to find a solution to the problem

If it turns out that the employee requires the manager to take actions that go beyond his competences or capabilities, he should inform him about it.

When it is intended to force a supervisor to feel unjustified sympathy or recognition, he may criticize the employee, but only in a constructive way. It is important that it consists of both positive and negative elements. In the former, the manager can emphasize his good intentions and willingness to apply improvements in the company. Among the critical aspects should be unnecessarily wasting time complaining and worsening the mood in the team.

Discussion and encouraging to take specific actions

When it turns out that the issues that the employee is complaining about are worth analyzing, and maybe also changes, the manager should ask for their development and invite them to a joint exchange of views. At the end of the interview, you can write down conclusions and proposed actions. It is also worth ordering a complaining employee to perform one of them. This should make him understand that concrete steps are more important than complaints.

Thanks and praise

If the conversations described above contribute to favorable changes in the company, the manager must necessarily thank the person complaining before for paying attention to problems that he himself did not notice. The employee should also be commended for changing his attitude to be more active.

Good working conditions - less complaints

Often, unfavorable working conditions may also be the reason for complaining. Therefore, it is extremely important to create a friendly work environment for subordinates. This involves purchasing all the necessary equipment (including kitchen equipment, such as a microwave, kettle or coffee maker) and furniture (especially comfortable chairs if employees spend a lot of time at their desks), installing good lighting and taking care of the right room temperature in depending on the season.

Therefore, in order to prevent negative moods from growing in the company, the manager should take care of proper working conditions. On the other hand, the manager should maintain a constant dialogue with his employees, the aim of which will be to understand their problems, and also to jointly try to solve them.