It often happens when an employer or manager notices that an employee has a change in work behavior they fail to address it, hoping it will just go away.
Changes in an employe’s work behavior usually will not auto-correct if it continues for more than a few days. We all have things that come up in our personal life that can affect our work for a day or two, but if the poor behavior lasts longer than that it needs to be addressed before it has an unhappy ending.
When an employee is unhappy with their job usually they will exhibit one of the following negative behaviors:
Reduced productivity.
Poor excuses for lack of productivity or mistakes.
Impatient with coworkers or customers.
Become critical of others.
Increased sick leave.
What usually follows these behaviors is complaints from other employees. Many times these complaints are what trigger the employers or managers attention to evaluate the situation.
If the behavior is left unaddressed most often the situation continues to spiral down until the employee is either terminated or quits. The best remedy would be that once the employer or manager notices the behavior they should schedule a time to talk to the employee to address what is going on and to see if there is anything that can be done to turn the situation around.
Some times just acknowledging the behavior and asking the employee what is going on is enough to make the employee feel that they are cared for and they will open up to what is happening and there is a chance to salvage the situation and turn things around.
On the other hand, if the employee is unhappy with either their job or something outside of the job that is influencing their behavior this may be more difficult. No matter what the cause is for the behavior the employer and employee need to have a recovery plan and a time to revisit how things are going, whether it be good or bad.
If nothing is done most likely it is only a short time before the situation is irreparable. Isn’t a good employee is worth taking the time to talk to and show that you care?
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