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5 WAYS TO RETURN A DISCONTENT WORKER
1. Set aside time for a personal conversation with the employee. The first thing that needs to be done is to find some time to talk with an employee one-on-one.…

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5 WAYS TO RETURN A DISCONTENT WORKER

1. Set aside time for a personal conversation with the employee.
The first thing that needs to be done is to find some time to talk with an employee one-on-one. This can be done in your office at the end of the day. Thus, you will have the opportunity to discuss the problem in private, without letting the rest of the day go to chance. Then an angry employee can go home and calmly think about the conversation, and not be caught up with gossip near the cooler. You will also have the opportunity to get an answer to your questions.
If the name of another employee 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 to collect their thoughts. At the end of the meeting, you will see if you can do something immediately in order to smooth out the tension.

2. Impartially listen to complaints of irritated employees.
It is very important when talking with subordinates to listen to them carefully. You need to be frank and notice all that they can keep back in conversation with you. However, for the development of professional working relationships, it is important to practice active listening. Here are its main points:
• Present. Make sure you listen to what the person is telling you. It will be easier to do when a person is sitting across from you.
• Make sure your attention is focused on the speaker. You can not do something else at a time when you are listening to the interlocutor. Therefore, put off all your business and give your interlocutor maximum attention.
• Watch your body language, especially eye contact and your posture. They play a huge role in communication. For example, leaning toward a visitor, you demonstrate that you are interested in what he is saying. Make sure you smile and laugh when you need it.
• Repeat the key points of the conversation in your own words. Thus, you will be sure that you have heard everything correctly. Do not interrupt the interlocutor, just wait for the interlocutor to finish speaking, and then find out everything you think 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 understood correctly. This practice will also show your employee that you really attach importance to what he has just shared with you.

3. As soon as 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 work issues or not. This is important because you probably do 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 to reach them.

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

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 will also have a positive impact on the company’s performance and profits. It is important to provide your employees with the opportunity to continually improve and hone their skills.

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

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

5. Relax!
Have fun with your subordinates. This is very important, because you want your employees to come to work with joy. Their mindset really influences 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 ways:
• Have an event every month so that your clients and employees meet in a relaxed atmosphere.

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