As an employer, you would like to think that all your employees are happy and satisfied with their jobs. However, it is seldom true. According to a study published in the Economic Times, eight out of ten employees are unhappy with their jobs. In addition, according to a Gallup survey, only 15% of employees around the world are engaged in their jobs.
These statistics clearly show that the level of job satisfaction among employees is far worse than one can imagine. It is also the one number reason for attrition. When employees are satisfied with their roles, they sincerely invest in their work while it is exactly the opposite with a dissatisfied workforce.
Therefore, it is important that organisations take all the necessary steps to keep their employees happy and satisfied. At the same time, it is also crucial to identify the dissatisfied employees and try to resolve their issues before their behaviour starts affecting other team members as well. But how do you do it? How do you catch employee dissatisfaction before it spreads?
The answer is – by looking out for certain specific changes in employees’ behaviour. While job dissatisfaction can stem from various factors, there are some behavioural traits that all dissatisfied employees reflect. In this article, we will discuss the same.
So, here are the top 3 signs of a dissatisfied workforce:
1. Fall in productivity
If you want to flourish as a company, you must go above and beyond your customers’ expectations, and your staff should strive to do the same. However, if you start to notice a sudden fall in the productivity of your employees, it can be a warning sign. A dissatisfied workforce targets only for the bare minimum. As a result, both the quality and quantity of their work suffer.
In some cases, such employees may even fail to reach the bare minimum. This usually happens because they no longer feel engaged with the team or the assigned work. If you notice such changes, it is important to take immediate action. One of the ways to handle such a situation is to offer exciting and effective training opportunities to your employees.
Relevant training can make your employees feel engaged with their work again. Plus, realising that the organisation is still willing to invest in their well-being can instil a sense of belongingness in your workforce. To achieve these goals, organisations can deploy advanced eLearning tools like Tovuti LMS, which allow them to deliver a highly engaging and interactive learning experience.
2. Irregular Attendance
Dissatisfied personnel are prone to frequent tardiness, high absenteeism, and long lunch breaks, all of which are associated with low productivity. Thus, a rise in absenteeism, sick days, and personal time of an employee can all be indicators that he is unhappy with his employment. This kind of attitude can also have a negative impact on the rest of your employees as they may be required to work extra hours to cover for the absent employees.
Thus, organisations should keep a track of their employees’ attendance and check for sudden fluctuations. However, absenteeism can also be a sign of mental health issues. So, managers should keep an open mind while discussing it with the concerned employees.
3. Conflicts Among Employees
A coworker who previously got along well with others may suddenly lash out because they have a legitimate grievance that you are unaware of, or because they are impatient and overloaded. This could be the cause or effect of an employee’s dissatisfaction at work.
Your employees’ stress and anxiety levels may rise as a result of strained professional relationships with colleagues or clients. This could be due to a simple personality conflict, or it could be the result of a specific occurrence. In any case, it’s worth looking into. Negative interpersonal relations can cause the entire team to become strained and tense.
Maintaining a happy and satisfied workforce should be every HR manager’s priority. Thus, if your employees exhibit any of the above-mentioned signs, talk to them immediately. Managers should try to understand the concerned employees’ issues and offer relevant solutions. An open and honest dialogue can solve many problems.