how can we solve the problem when employee is not satisfy with us and its effect on his performance
From India, Delhi
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From India, Delhi
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Greetings,
It's good to see concern from an employer who wishes to address the grievances of an unsatisfied employee. Here's what we would request you to consider:
- Consider it human to wear your heart on your sleeve. Having said that, professionalism should be the motivation towards work, and its recognition remains paramount.
- What initially motivated the employee to take on the role? What changes have been implemented thus far?
- How has the employee contributed with ideas and suggestions? How were their contributions received?
- Motivation can be both tangible and intangible. Identify what motivates the employee. Distinguish it from factors such as valuing the brand but feeling unrecognized, which may deter the employee from contributing.
- Success is a product of both experience and exposure. Evaluate both aspects for the employee to gauge performance.
Additionally, we request you to share a few incidents so that we can identify different opportunity areas, if necessary.
From India, Mumbai
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1872It's good to see concern from an employer who wishes to address the grievances of an unsatisfied employee. Here's what we would request you to consider:
- Consider it human to wear your heart on your sleeve. Having said that, professionalism should be the motivation towards work, and its recognition remains paramount.
- What initially motivated the employee to take on the role? What changes have been implemented thus far?
- How has the employee contributed with ideas and suggestions? How were their contributions received?
- Motivation can be both tangible and intangible. Identify what motivates the employee. Distinguish it from factors such as valuing the brand but feeling unrecognized, which may deter the employee from contributing.
- Success is a product of both experience and exposure. Evaluate both aspects for the employee to gauge performance.
Additionally, we request you to share a few incidents so that we can identify different opportunity areas, if necessary.
From India, Mumbai
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Dear Mr. Parashar,
You have received inputs from Ms. (Cite Contribution); kindly study them carefully.
Your query is generic; hence, more information is needed from your end. Let me share my views with you.
In my opinion, there are three types of employees, and I have seen them in action.
FIRST TYPE - One who doesn't get demotivated even when faced with failures because he is focused and a wise person. Hence, he learns from his mistakes and continues to perform better than expected/before.
SECOND TYPE - The one who gets demotivated for various reasons and degrades his performance levels without analyzing the facts. These kinds of people can't face challenges.
THIRD TYPE - This category is very smart, wise, analytical, calculative, and more because they tend to demonstrate a degrading performance attitude by slowing down their performance for specific reasons, which are not met. These kinds of employees will deliver performance proportional to the compensation/pay received.
Now, I request you to study the nature, attitude, behavior, previous performance of your employee, and get back to us with relevant information.
If I assume that in case this particular employee has specific demands/requirements where your organization is not in a position to meet them, kindly communicate the facts to him.
Kindly provide us more inputs to acquire a relevant/specific solution to your query.
With profound regards,
From India, Chennai
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You have received inputs from Ms. (Cite Contribution); kindly study them carefully.
Your query is generic; hence, more information is needed from your end. Let me share my views with you.
In my opinion, there are three types of employees, and I have seen them in action.
FIRST TYPE - One who doesn't get demotivated even when faced with failures because he is focused and a wise person. Hence, he learns from his mistakes and continues to perform better than expected/before.
SECOND TYPE - The one who gets demotivated for various reasons and degrades his performance levels without analyzing the facts. These kinds of people can't face challenges.
THIRD TYPE - This category is very smart, wise, analytical, calculative, and more because they tend to demonstrate a degrading performance attitude by slowing down their performance for specific reasons, which are not met. These kinds of employees will deliver performance proportional to the compensation/pay received.
Now, I request you to study the nature, attitude, behavior, previous performance of your employee, and get back to us with relevant information.
If I assume that in case this particular employee has specific demands/requirements where your organization is not in a position to meet them, kindly communicate the facts to him.
Kindly provide us more inputs to acquire a relevant/specific solution to your query.
With profound regards,
From India, Chennai
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How can we solve the problem when an employee is not satisfied with us and its effect on his performance?
1. How do you know whether the employee is not satisfied with the company, team, or management? Try to understand this first.
2. If there is real disappointment, ask the employee about the real cause - salary, nature of work, or external issues.
3. If there is enough data and supporting evidence for the grievance, recommend possible solutions to management.
Please do share the result of your action here.
From India, Bangalore
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1. How do you know whether the employee is not satisfied with the company, team, or management? Try to understand this first.
2. If there is real disappointment, ask the employee about the real cause - salary, nature of work, or external issues.
3. If there is enough data and supporting evidence for the grievance, recommend possible solutions to management.
Please do share the result of your action here.
From India, Bangalore
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Dear Parashar,
Is it a hypothetical question? It would help us to know what you do and in which type of industry, and how you know that the person is not satisfied. Do you know why the employee is not satisfied? Do you have any power or influence to take steps to ameliorate his/her dissatisfaction?
Thank you.
From United Kingdom
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Is it a hypothetical question? It would help us to know what you do and in which type of industry, and how you know that the person is not satisfied. Do you know why the employee is not satisfied? Do you have any power or influence to take steps to ameliorate his/her dissatisfaction?
Thank you.
From United Kingdom
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Dear Parashar, Kindly provide some more details to make this converstaion authentic. Regards, Arjun
From India, Mumbai
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From India, Mumbai
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Dear Mr. Parashar,
It is correct that dissatisfaction adversely affects performance. But a question arises as to how you can identify when an employee is dissatisfied. Do you come to this conclusion by observing their performance or output? There could be numerous circumstances negatively impacting performance, and the employee's satisfaction level cannot be overlooked. If, after investigating all potential causes for the employee's decreased output, you determine that their dissatisfaction is the root cause, it implies that you have already pinpointed the source of their dissatisfaction. If not, it is crucial to do so. Once you have identified the source of dissatisfaction, analyze the contributing factors to determine the impact on both the employee and the management. Aim to resolve the issue amicably, ensuring the confidence of both the employee and management (as needed). In any case, counseling the employee will be necessary.
I believe this approach may prove beneficial to you.
Regards,
S.K. Johri
From India, Delhi
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It is correct that dissatisfaction adversely affects performance. But a question arises as to how you can identify when an employee is dissatisfied. Do you come to this conclusion by observing their performance or output? There could be numerous circumstances negatively impacting performance, and the employee's satisfaction level cannot be overlooked. If, after investigating all potential causes for the employee's decreased output, you determine that their dissatisfaction is the root cause, it implies that you have already pinpointed the source of their dissatisfaction. If not, it is crucial to do so. Once you have identified the source of dissatisfaction, analyze the contributing factors to determine the impact on both the employee and the management. Aim to resolve the issue amicably, ensuring the confidence of both the employee and management (as needed). In any case, counseling the employee will be necessary.
I believe this approach may prove beneficial to you.
Regards,
S.K. Johri
From India, Delhi
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Hi,
Our organization can help you in this regard. We can work together to identify the real issues and also work on their solutions by providing training and counseling. According to McGregor's Theory X and Y, you can gain insight into your problem.
Thanks,
Reetesh
Mob: 9650040777
idac.org.in
From India, Delhi
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Our organization can help you in this regard. We can work together to identify the real issues and also work on their solutions by providing training and counseling. According to McGregor's Theory X and Y, you can gain insight into your problem.
Thanks,
Reetesh
Mob: 9650040777
idac.org.in
From India, Delhi
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I absolutely agree with Mr. Kadir. In my own office, there are 2-3 persons who always talk negatively about the company and bosses. I newly joined this company as an HR. I listened to them patiently and found out the reason for their dissatisfaction. A very senior person is unsatisfied because of the salary structure and different leave policies for employees at different levels. However, the company was following the policies made for everybody; only these two were not satisfied. Therefore, I did not try to motivate them and moved on from this issue, considering that one of them has been with the company for the past 17 years, and the other for 4 years. They are better aware of their future with the company.
My concern is that if the reason for dissatisfaction is valid or if the employee is extraordinary, then only should we try to motivate and retain them; otherwise, we should let them decide for themselves. Motivation is only possible if the reason for dissatisfaction is genuine.
Seniors, please correct me if I am wrong as I am new to HR.
From India, Mumbai
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My concern is that if the reason for dissatisfaction is valid or if the employee is extraordinary, then only should we try to motivate and retain them; otherwise, we should let them decide for themselves. Motivation is only possible if the reason for dissatisfaction is genuine.
Seniors, please correct me if I am wrong as I am new to HR.
From India, Mumbai
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You are partially correct because it is a kind of flu that spreads quickly. Sacking is not the first solution because you never know the new employee's behavior; it may be worse or better. So, it's better to identify the issue and resolve it. We have done the same for many organizations through psychometric assessments, which are helpful in uncovering hidden facts.
Thanks,
Reetesh
Mobile: 96500403777
From India, Delhi
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Thanks,
Reetesh
Mobile: 96500403777
From India, Delhi
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